2023 Settlement Highlights

#FairChanceNYC Press Conference, November 2017 (Photo credit: Adrienne Nicole Productions).

The Commission has the authority to assess fines and obtain monetary damages for those aggrieved by violations of the New York City Human Rights Law. Additionally, the Commission may negotiate additional remedies including rehiring, policy change, training, and modifications for accessibility.

July - December 2023

Commission Settled Source of Income Discrimination Claim for $45,000 in Emotional Distress Damages and $10,000 in Civil Penalties

Complainant filed a claim against Respondent alleging source of income discrimination. When Respondent learned of Complainant's HASA voucher status, they refused to show the apartment of interest or any other to Complainant, claiming no units were available. The Commission intervened and Respondent agreed to pay Complainant $45,000 in emotional distress damages and $10,000 in civil penalties. The case settlement also includes policy changes, training on the NYC Human Rights Law, and incentives to place voucher holders going forward.

The GEO Group paid $10,000 in emotional distress damages, and $80,000 in civil penalties to settle Fair Chance Act case. The company agreed to train employees, revise policies, change job application questions, and post legal notices.

Complainant alleged that the GEO Group violated the Fair Chance Act by using employment applications that asked applicants if they were willing to submit to criminal background checks. The company also circulated background check authorization forms during job interviews, which also violated the Fair Chance Act.

Brothers Estates Inc., First Service Residential and First Service Realty settled a source of income discrimination ("SOI") case for $10,000 in emotional distress damages. Respondents also agreed to revise anti-discrimination policies and attend trainings on SOI protections under the New York City Human Rights Law ("NYCHRL").

Complainants alleged that Respondents Brothers Estates Inc., (landlord), First Service Residential (property manager), and FirstService Realty (broker), denied them the opportunity to rent an apartment in Brooklyn because of their use of a Section 8 housing voucher.

New York City Parks Department settled a sexual harassment case for $25,000 and agreed to training on sexual harassment, hostile work environment, and manager expectations.

The NYC Parks Department settled for $25,000 in emotional distress damages in a case alleging sexual harassment of an employee. The Parks Department also agreed to training on sexual harassment, hostile work environment, and manager expectations.

Brooklyn Counseling Services settled gender discrimination claim for $25,000 in emotional distress damages, and agreed to the revision of practices and policies.

In this case, the allegations of gender-based discrimination claimed that a counseling center focused on therapy services for women was alleged to have discriminated against male therapists, trying to steer them to other clinics by telling them that they would have less work at the female-centered clinics. Respondents agreed to pay $25,000 in damages and penalties and to revise their practices to ensure that patients were actually being matched with therapists in accordance with their expressed preferences.

Fine Fare Supermarket paid $2,500 in emotional distress damages in gender discrimination case.

Complainant alleged gender-based harassment by Fine Fare Supermarket. Respondent agreed to pay $2,500 in emotional distress damages, attend anti-discrimination trainings, and post the Commission's "Notice of Rights."

Ranco Capital LLC settled race discrimination claims for $30,000 in emotional distress damages, $25,000 in civil penalties, and additional affirmative relief.

Two Complainants alleged that Respondent refused to complete the leasing process because of their race. After an investigation, the Commission found probable cause and referred the matter to the Office of Administrative Trials and Hearings, which led to settlement conferences. Respondent agreed to pay $30,000 in emotional distress damages and $25,000 in civil penalties. Additionally, Respondent committed to attend training, create an anti-discrimination policy for posting and distribution to employees, and post the Commission's notice on housing rights.

Montefiore Medical Center settled Fair Chance case for $85,000 in emotional distress damages and $100,000 in civil penalties, training for employees on the NYCHRL's Fair Chance Act protections.

Complainant alleged that he was discriminated against based on his prior criminal history. Montefiore agreed to pay $85,000 to the Complainant, as well as civil penalties. As part of the settlement, Montefiore agreed to Commission trainings and monitoring of Fair Chance compliance.

Lexia Transportation & Bus Co., and Happy Child Transportation LLC agreed to pay $35,000 in emotional distress damages and $15,000 in civil penalties to settle a case involving gender-based harassment and retaliation. Respondent also agreed to affirmative relief.

Complainant, a survivor of domestic violence, alleged that she was sexually harassed, denied a reasonable accommodation, and ultimately terminated in retaliation for reporting harassment. Respondents agreed to attend training, create policies, and will undergo monitoring by the Commission for any complaints of sexual harassment for three years in addition to the payment of individual damages and civil penalties.

Style Studio of New York Inc., a Clothing Manufacturer, settled hostile work environment claims for $58,000. All Respondents also agreed to monitoring by the Commission, training on the prevention of sexual harassment, to update policies, and to display NYCHRL postings.

Complainants alleged that their former employer, the Style Studio of New York, Inc., and management staff engaged in discrimination and created a hostile work environment based on gender, race, and national origin. Respondents agreed to pay $29,000 in emotional distress damages to each Complainant. In addition, the company owned by the managerial employees named in the complaint, Sia Apparel of NY, Inc. ("Sia Apparel"), agreed to conduct anti-discrimination and sexual harassment prevention training, update its policies, display required postings and notices, and submit to monitoring by the Commission.

Michael Stapleton Associates Ltd., d/b/a MSA Security paid $10,000 in damages and penalties in race discrimination case, and agreed to training and an audit.

Complainant, a Black man, filed a complaint against Respondents alleging he was singled-out for additional security screening at the St. George Staten Island Ferry terminal because of his race. Respondents Michael Stapleton Associates Ltd., d/b/a MSA Security, and the individual explosive detection canine handler at the Ferry Terminal entered into a settlement, agreeing to pay Complainant $5,000 in emotional distress damages and $5,000 as a civil penalty. Respondent agreed to train handlers at the Terminal on the provisions of the NYCHRL, and to Commission review of the MSA's anti-discrimination policies.

Emely's Beauty Salon paid $2,000 in emotional distress damages for misgendering client and agreed to training and posting a "Notice of Rights."

Complainant, who is identifies as a transgender female, repeatedly told a Salon an employee to refer to her by name rather than as "he" or "him," but the misgendering continued. On three occasions, Complainant informed the manager of this behavior, but no change occurred. Respondents agreed to pay $2,000 to Complainant, have the owner and the employee undergo the NYCHRL training, and post the Commission's "Notice of Rights" poster.

29 East 29th Street a/k/a Redbury Hotel settled disability accessibility claim for $15,000 in damages and $5,000 civil penalties. Respondent agreed to Commission monitoring of a reasonable accommodation requests for two years, to maintain accessible entrances, and to additional policy change and training.

Complainant, a tenant with a disability, filed a complaint against Respondent 29 East 29th Street, a/k/a the Redbury Hotel, due to Respondent's decision to close an accessible entrance during the COVID-19 pandemic and failure to maintain an accessibility lift at a different entrance. Respondent agreed to pay Complainant $15,000 in damages and $5,000 in civil penalties, in addition to affirmative relief.

Bergen Bagels agreed to settle a disability claim for $1,500 in damages. Respondent also agreed to construct an accessible ramp, post a "Notice of Rights," create a reasonable accommodation policy, and attend a NYCHRL training.

Complainant, a customer who uses a wheelchair for mobility, was unable to gain access to Bergen Bagels because the store had an inadequate ramp in place. As a result, Complainant had to ask an employee for assistance to order and receive his food. Bergen Bagels agreed to pay Complainant $1,500 in damages, construct an accessible ramp, have employees attend training on the NYCHRL, create a reasonable accommodation policy, and postings.

Gucci settled sexual harassment claims and agreed to $250,000 in emotional distress damages, $80,000 in civil penalties, along with affirmative relief.

Complainant, a sales associate at Respondent, Gucci America, Inc., alleged that a coworker repeatedly directed sexually explicit comments at Complainant in an open and obvious manner. Evidence included a recording on camera of Respondent inappropriately touching the Complainant. After the Complainant reported the harassment, the Complainant alleged that the Respondent failed to take immediate corrective action. In settling, Respondent agreed to pay Complainant $250,000 in emotional distress damages, and to pay $80,000 in civil penalties. Gucci also agreed to update its sexual harassment policies, and to Commission monitoring of gender-based harassment complaints for fifteen months.

Harvard Maintenance Inc. settled Fair Chance Act case for $30,000 in emotional distress damages, $5,000 in civil penalties, and agreed to training, postings, and policy changes.

Complainant, a justice-impacted individual, applied for a position with Respondent. Complainant alleged that Respondents extended a job offer, but then rescinded the offer after performing a background check without following the Fair Chance Process required by the Human Rights Law. Respondent agreed to pay Complainant $30,000 in emotional distress damages, pay $5,000 in civil penalties, as well as to submit Fair Chance Act policies to the Commission for approval. Settlement terms also include compliance with NYCHRL posting requirements and anti-discrimination training.

Hamilton Gatling Estates and 1440 Ocean Parkway LLC set aside 20 units for voucher holders, and paid $15,000 in damages and civil penalties in a case involving SOI discrimination. Respondents also agreed to train its employees on the NYCHRL, revise policies, and display fair housing postings in their portfolio of buildings.

Complainant, a FHEPS voucher holder, was told she would be put on a waitlist for an apartment while an applicant without a voucher was immediately permitted to view and apply for an apartment. Testing by the Commission also showed that applicants with vouchers were informed they would be put on a waitlist because of their use of a voucher. Respondents agreed to pay $5,000 in emotional distress damages and $10,000 in civil penalties, as well as set aside 20 apartments for applicants with public sources of income. Respondents also agreed to train its employees on their obligations under the NYCHRL and SOI discrimination, display fair housing postings throughout their portfolio of buildings, and revise its policies.

Allbren Realty Management, a landlord, agreed to accept a voucher, discontinued holdover proceeding, and issued $7,500 rent credit in SOI discrimination case.

Respondent, a landlord, refused to accept Complainant's housing subsidy and initiated a holdover eviction proceeding. Respondent agreed to discontinue Complainant's eviction, accepted the payment, and agreed to issue Complainant a $7,500 rent credit. Respondent also agreed to train its employees on SOI provisions of the NYCHRL, revise its policies, and display fair housing postings in all properties.

Benedict Realty Group LLC agreed to build methods of egress for a Complainant who uses a wheelchair to address claims of disability discrimination.

Complainant is an individual with a disability who uses a wheelchair. Complainant's son contacted the Commission to report that his mother was unable to enter and exit her apartment. Respondents agreed to begin obtaining the necessary Department of Building documents and permits to construct all paths of travel, landings, ramps, curb cuts, and a wheelchair lift from the front entrance of the Complainant's building to the sidewalk. The work must be completed by August 30, 2024 as part of the agreement.

Only Properties and Marob Management settled a reasonable accommodation case for $10,000 in damages and $15,000 in civil penalties. Respondent also agreed to affirmative relief.

Complainants, a married couple, filed a complaint alleging that Respondents, Only Properties and Marob Management, denied them a reasonable accommodation by rejecting their request to install a washer/dryer in their apartment to mitigate the effects of one complainant's dementia. Following an investigation, Respondents agreed to install the washer/dryer as a reasonable accommodation. Respondents also paid Complainants a total of $10,000 in damages, paid a civil penalty of $15,000, agreed to attend a Commission training, to implement a written anti-discrimination policy, and to post the Commission's "Notice of Rights."

CAMBA, Inc. paid $7,500 in damages in a disability discrimination case. Respondent agreed to affirmative relief.

Complainant, a person with a disability, alleged discrimination by Respondent CAMBA, Inc. regarding their failure to provide reasonable accommodations. Complainant alleged that she had requested various reasonable accommodations while living in Respondent's shelter, and they remained unaddressed by shelter staff, as well as denial of access to medications due to the Respondent's storage policy. Respondent agreed to pay Complainant $7,500 in emotional distress damages. Respondent also agreed to update their storage policy for shelter clients, conduct employee training, and abide by the previously updated shelter policies regarding reasonable accommodation requests.

January - June 2023

Landlord Agress to Pay $30,000 in Emotional Distress Damages and $12,000 in Civil Penalties Following Source of Income Discrimination Case

Landlord attempted to evict the Complainant, a Section 8 voucher holder, after refusing to accept his source of income. Complainant lived in the rent-controlled apartment for over 40 years during which time he qualified for and attempted to use a Section 8 housing voucher. The Commission intervened on behalf the Complainant, but the Respondent failed to cooperate with early intervention methods, insisting that he was not required to accept a Section 8 voucher. The Commission settled this case with an agreement of $30,000 in emotional distress damages for the Complainant, and $12,000 in civil penalties. Affirmative relief includes training, postings, and the creation of a policy detailing Respondent's responsibilities under the City's Human Rights Law. 

Landlord, Kings Portfolio LLC, agreed to pay Complainant $10,000 in emotional distress damages, to change its reasonable accommodation policy, to take trainings, and to display the Commission's "Notice of Rights" posters.

Kings Portfolio LLC settled a reasonable accommodation case in which a tenant alleged that she had a disability involving noise sensitivity and that noise from the apartment above caused significant distress. Respondent Kings Portfolio failed to engage in a cooperative dialogue with complainant and failed to offer her a reasonable accommodation. Respondent agreed to pay complainant $10,000 in emotional distress damages, adopted a new reasonable accommodation policy, and also agreed to trainings and postings.

Non-profit, Argus, agreed to pay Complainant $6,000 in backpay, $20,000 in emotional distress damages, and $15,000 in civil penalties in a case alleging hair discrimination. Respondents also agreed to provide training on the NYC Human Rights Law, to create policies that will be reviewed by LEB, and to display the Commission's "Notice of Rights" posters.

Complainant was subjected to a hostile work environment when she began wearing her natural hair in a Mohawk. Respondent agreed to pay Complainant $6,000 in backpay and $20,000 for emotional distress damages. Respondent further agreed to pay a civil penalty of $15,000, to provide training on the NYC Human Rights Law, to create policies that will be reviewed by the Commission, and to display the Commission's "Notice of Rights" posters.

Commission-initiated investigation alleged that restaurant, "One if by Land, Two if by Sea," seated Asian patrons on the second floor. The restaurant agreed to change its practices and other areas of potential discriminatory animus.

The Commission sent a cease and desist letter in response to a tip that restaurant, One If By Land Two if by Sea was seating Asian patrons on the second floor and not in the main dining area on the ground floor. Social media confirmed the complaints by Asian patrons. The Restaurant agreed to change its practices and to change other areas of potential discriminatory animus.

Security firm, All Seasons Protection Inc., LLC, agreed to pay $10,000 in emotional distress damages and agreed to affirmative relief in a sexual orientation discrimination case.

All Seasons Protection Inc., LLC employees were alleged to have aggressively removed Complainant from the premises during a visit to a restaurant at which Respondent provided security because of the Complainant's sexual orientation. Respondent agreed to pay $10,000 in emotional damages to Complainant, to conduct anti-discrimination training on the NYC Human Rights Law, and to display the Commission's "Notice of Rights" poster at all places of business.

Store, Famous Horse, Inc., settled gender discrimination claims for $13,500 in damages, $9,000 in civil penalties, and agreed to monitoring and policy changes.

A job applicant filed a claim against Famous Horse, Inc. for failure to hire him as a cashier because of his gender. The Respondent paid $13,500 in damages and $9,000 in civil penalties. Famous Horse also agreed to revise its policies and to have its cashier hiring practices monitored.

Benenson Funding Corporation settled source of income discrimination case and agreed to 18 months of unlimited set asides, policy revisions, trainings, postings, and to pay complainant $10,000 in damages.

After viewing an apartment, Complainant was informed that respondents do not take vouchers. Respondent agreed to attend anti-discrimination training, to revise their policies and applicant materials, to display Fair Housing and "Notice of Rights" posters, to pay Complainant $10,000, as well as set aside all apartments that become vacant in the next 18 months for households with housing subsidies.

Asset Inventories, Inc. settled Fair Chance Act case for $7,000 in damages and $5,000 in civil penalties.

A job applicant filed a complaint alleging that Asset Inventories, Inc. retracted its conditional offer of employment after finding out that the Complainant had previous involvement with the criminal legal system and that the Respondent failed to engage in the Fair Chance process prior to rescinding the offer. To settle the matter, Asset Inventories, Inc. agreed to pay Complainant $7,000 in damages and to pay $5,000 in civil penalties.

ACV Environmental Services, Inc. settled race-based discrimination and retaliation claims for $3,000 in civil penalties and affirmative relief.

Complainant alleged that his coworker directed race-based language towards him, and when he complained to Respondent, Respondent failed to act. Additionally, Complainant claimed that Respondent retaliated against him because he was suspended after filing claims with the New York City Commission on Human Rights. Respondent settled the claims by agreeing to train its managerial employees on the NYC Human Rights Law, to display postings outlining Respondent's obligations under the NYC Human Rights Law, and to pay $3,000 in civil penalties.

Breakaway Courier Corp., a contractor with Amazon Inc., paid $12,000 in damages and penalties in Fair Chance Act case. Agreed to revise policies, conduct trainings, and display postings.

A previous employee filed a complaint against Breakaway Courier Corp., a contractor with Amazon Inc., alleging that Breakaway Courier Corp. had offered him a job, and as part of his employment required him to authorize a background check. A few days after Complainant began working for Breakaway Courier Corp., he received a letter stating he was no longer an eligible employee because of his past involvement with the criminal legal system. The employer failed to follow the process mandated by the Fair Chance Act. Breakaway Courier Corp. agreed to pay $7,000 in emotional distress damages, and $5,000 in civil penalties. Additionally, they agreed to revise their policy so it would comply with the Fair Chance Act, to post the Commission's Know Your Rights and Fair Chance Act notices in all their places of business, and to train its staff.

Citi Connect, LLC agreed to pay $17,920 in damages and $10,000 in civil penalties, and to undertake affirmative relief in Fair Chance Act case.

An applicant filed a claim against Citi Connect alleging that the company denied the Complainant a job after a conditional offer was made and a subsequent background check was conducted. The Complainant was denied the job absent the Respondent's engagement in the process required by the Fair Chance Act. Respondent settled the matter by agreeing to pay $17,920 in damages and $10,000 in civil penalties, to train employees on the Fair Chance Act, and to display "Notice of Rights" posters.

Parlanti Group LLC agreed to pay $10,000 to Complainant, to install a ramp, and agreed to other affirmative relief to settle disability discrimination case.

Complainant with a disability alleged that he was denied a reasonable accommodation to access his building. After the Commission's investigation, Respondent agreed to construct a permanent ramp. Respondent agreed to settle this matter for $10,000 in emotional distress damages to Complainant, to attend a training on the NYC Human Rights Law, to adopt a reasonable accommodation policy, to distribute the policy to its tenants and employees, and to post the Commission's "Notice of Rights" poster.

IS Chrystie Management agreed to pay $45,000 in damages, to pay $15,000 in civil penalties, to attend trainings, and to display "Notice of Rights" posters for nation of origin and gender discrimination.

Complainant faced discrimination based on their nation of origin and gender. Respondents agreed to pay $45,000 in damages and $15,000 in civil penalties and agreed to NYC Human Rights Law training and display posters.

Sea Isle Owners Association agreed to remove all fees for an emotional support animal, to institute new policies and processes for requesting reasonable accommodations, to attend NYC Human Rights Law trainings, and to display "Notice of Rights" posters.

Complainant was charged fees due to having an emotional support animal. Respondent agreed to remove all fees and institute new policies and processes for requesting reasonable accommodations, to attend training on the NYC Human Rights Law and to display postings.

Premier One Realty LLC agreed to pay $8,000 for source of income discrimination.

Complainant, a Section 8 voucher holder, was informed by Respondent that before the Complainant would be allowed to apply for the unit, the Respondent had to confirm with the landlord first to see if the landlord accepted Section 8, which is a violation of the NYC Human Rights Law. Premier One agreed to pay $4,000 in civil penalties and $4,000 in emotional distress damages to Complainant. Respondent also agreed to train its employees on their obligations under the NYC Human Rights Law and source of income discrimination, revise its policies, and display fair housing postings in their offices.

MySpace NYC Realty agreed to pay $7,000 for source of income discrimination, to implement a broker incentive program, and permitted agents to keep 90% of HRA's broker's fee.

Respondent told Complainant, a Section 8 voucher holder, that there was a waitlist for voucher holders. MySpace NYC Realty agreed to pay $3,000 in civil penalties and $4,000 in emotional distress damages to Complainant. Respondent also agreed to train its employees on their obligations under the NYC Human Rights Law and source of income discrimination, to revise its policies, to display fair housing posters in their offices, and to implement a broker incentive program that allowed brokers to retain 90% of HRA Broker's fees, as well as a $3,000 financial incentive to encourage agents to work with voucher holders.

Lefrak City agreed to pay $50,000 to settle source of income discrimination case.

After refusing to accept Complainant's security deposit voucher issued by HRA, Respondent agreed to pay $35,000 in emotional distress damages and reasonable attorney's fees, as well as to pay $15,000 civil penalties. Respondent will also revise their policies and applicant materials, post fair housing notices in all residential buildings, and attend the Commission's training on source of income discrimination.

Bond New York Properties Brokerage LLC agreed to pay $25,000 each to two Complainants, to pay $30,000 total in civil penalties, to change its policies, to attend trainings, to implement a broker incentive program, and to conduct outreach to community organizations.

Bond New York Properties Brokerage LLC agreed to pay $25,000 each to two Complainants and $30,000 total in civil penalties for refusing to accept HRA broker fees in violation of the source of income protections of the NYC Human Rights Law. The Brokerage firm agreed to change policies, to receive training on the NYC Human Rights Law, to provide individualized assistance for these two complainants to find housing, to implement a broker incentive program to encourage brokers to work with voucher holders, and to conduct outreach to community-based organizations that help individuals with housing subsidies find housing.

2100 Beekman Realty LLC leases unit to complainant and agreed to pay $5,650 for source of income discrimination.

Complainant, a Section 8 Voucher Holder, was informed by Respondent that they were looking for a tenant that was employed. 2100 Beekman Realty LLC agreed to pay $2,650 to Complainant for emotional distress damages and leased unit to Complainant at reduced rent. Respondent also agreed to pay $3,000 in civil penalties, to train its employees on source of income discrimination, to revise its policies, and to display fair housing posters in their residential building.

Brothers Estates Inc., First Service Residential, and First Service Realty settled source of income discrimination case for $10,000 in damages and agreed to policy changes and trainings.

Complainants alleged that landlord, Brothers Estates Inc., property managers, First Service Residential, and broker, First Service Realty, denied complainants an apartment in Brooklyn because of their use of a Section 8 housing voucher. The Respondents agreed to pay total damages of $10,000 to the Complainants, to adopt revised anti-discrimination policies, and to train employees on the NYC Human Rights Law and its source of income protections.

Wavecrest Management agreed to pay $40,000 in damages, to pay $30,000 in civil penalties, to adopt a new anti-discrimination policy, and to train its employees on their obligations under the Law.

A tenant filed a sexual assault and harassment claim against Wavecrest Management Group based on the actions of a porter employed by Respondent. The Complainant also alleged that a building manager employed by Wavecrest Management failed to conduct a reasonable investigation into the complaint about the assault and that they refused to take disciplinary actions against the porter. Wavecrest Management agreed to pay the complainant $40,000 in damages, to pay $30,000 in civil penalties, to adopt a new anti-discrimination policy, and to train its employees on their obligations under the city's Human Rights Law.