Reproductive Health Decision Making
The College is committed to complying with the requirements of Section 203-e of the New York Labor Law, which protects employees on the basis of reproductive health decision making. For purposes of this policy, reproductive health decision making includes, but is not limited to, the decision to use or access a particular drug, device, or medical service.
Access to Personal Information
The College will not access an employee’s personal information regarding the employee’s or the employee’s dependent’s reproductive health decision making, without prior informed affirmative written consent from the employee.
Discrimination and Retaliation
Discrimination and retaliation on the basis of an employee’s or an employee’s dependent’s reproductive health decision making is unlawful. Employees have a right to be free from discrimination and retaliation with respect to compensation, terms, conditions, or privileges of employment, because of or on the basis of their own or their dependent’s reproductive health decision making.
For purposes of this policy, an act of retaliation includes discharge, suspension, demotion, or otherwise penalizing an employee for: (i) making or threatening to make a complaint to an employer, co-worker, or to a public body alleging a violation of his/her rights under this law; (ii) causing any proceeding under or related to this law to be instituted; or (iii) providing information to, or testifying before, any public body conducting an investigation, hearing, or inquiry into any such violation of a law, rule or regulation by the College.
Waiver
The College will not require employees to sign a waiver or any other document which appears to deny employees the right to make their own reproductive health care decisions.
Remedies
Employees who believe that their rights under this policy or the law have been violated are encouraged to make a report to The Office of Human Resources as soon as practicable. The College will promptly investigate any reports and take appropriate remedial action. Any employees who violate this policy, including supervisors and managers, will be subject to discipline, up to and including termination of employment.
Employees may also bring a civil action alleging a violation of their rights and seek remedies (including, but not limited to, reinstatement, injunctive relief, back pay, benefits, attorneys’ fees, costs, liquidated damages, etc.).