Policy Author:
Employee Engagement
Responsible Office – Department:
Employee Engagement
Effective Date of Policy:
February 2, 2021
New York State law prohibits discrimination and retaliation in employment based on an employee’s or an employee’s dependent’s reproductive health decision making, including but not limited to, the decision to use or access a particular drug, device or medical service (hereinafter “reproductive health decisions”).
It is an unlawful employment practice for an employer to access an employee’s personal information regarding their or their dependent’s reproductive health decisions without the employee’s prior informed affirmative written consent, or to require an employee to sign a waiver or other document which purports to deny an employee the right to make their own reproductive health decisions.
Any employee who feels there has been a violation of this policy should report their concern to the Office of Employee Engagement. The university will investigate and take appropriate remedial action. An employee may also file a private legal action and can seek remedies to the extent available under applicable law. Discrimination and retaliation against employees who exercise rights under this policy is prohibited.