Interview with New York City Human Rights Commissioner – Part 1

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NYC’s anti-discrimination employment laws regarding hostile workplaces are broader than state and federal laws and can provide redress for targets/victims of workplace-academic bullying even though there are no (at least for now) city, state and federal laws against this particular form of workplace bigotry, Commissioner Carmelyn Malalis said in an interview.

Posted Monday, November 30, 2015 1:33 PM

At the root of most hostile workplace issues, she said in the taped Q&A we did several days ago, are the usual malignant menaces – racism, sexism, homophobia, ageism, other forms of discrimination which violate the law for protected classes. Because the NYC law is broader, hostile work places exhibiting forms of workplace-academic bullying can face punitive consequences. And because of the broader nature of NYC law, those not covered by protected class status under state and federal laws may find redress under city law. Filing a complaint with the Commission won’t cost you a dime.


More info.

So, it’s easy to imagine that this might be good news for College Assistants (no union protection whatsoever) and adjuncts (no PSC protection).

[Note, the following was not in the original postings: Some College Assistants and adjuncts have taken a real beating in my department.]

Commissioner Carmelyn Malalis comments amount to a “breaking news” event, so to speak, so don’t be surprised if Human Resources and union reps are unaware of this position.

The NYC workplace anti-discrimination laws also have a provision for interns! Interns, paid or not, are considered employees under City laws! There have been several news stories recently about the Commission flexing muscle. More stories are reportedly in the works (ethnic, neighborhood news media). The Commission was known to be very lackluster before the new appointment.

[Note: There have been cases of limited redress for bullied office staff on this campus who fortunately were members of DC-37. I know of two. There has been no reports of support, that I know of, thus far, on this campus regarding the Hunter PSC Chapter.]

So: Coercing staff to feed parking meters where department chairs park their cars or the use of ersatz Violence in the Workplace complaints to silence dissent or engaging in weird behavior (like accosting someone with weirdo bump-n’-grind touching) and other forms to harass and intimidate, could result in punitive consequences, according to information disclosed in the interview and other research.

That goes for administrative-supported witch hunts using Colleagues against Colleagues. More about this later.


Gregg Morris
Dirty Linen: Silence=Complicity

[Note: The following was not in the original forum postings: The former head of the Hunter College Senate and the former acting head of the Hunter Faculty Delegate Assembly insisted that alerting the Hunter Community about specific academic and workplace bullying in departments was a violation of their “Dirty Linen” code the code had been changed and was directed at me because they didn’t want to deal with constant contact from a Colleague complaining about my postings; it became clear in an interview with them that they were referring to Larry Shore.]



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