NY A09305

Establishes that an employer's failure to engage in an interactive process to determine reasonable accommodation for an employee constitutes an unlawful discriminatory practice, unless no reasonable accommodation exists without undue hardship

Expands retaliation protections to cover individuals who "supported or acted in furtherance of" rights protected under the Human Rights Law, in addition to those who filed complaints or testified

Updates gendered language throughout the statute, replacing "he or she" with "such person"

Codifies the "motivating factor" standard for discrimination claims, establishing that discrimination is unlawful when a protected characteristic (age, race, sex, disability, etc.) was a motivating factor in an employment decision, even if other factors also contributed

Takes effect 90 days after becoming law