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New York City Human Rights Law


Nooklyn adheres to the New York City Human Rights Law.

Nooklyn has three categories of company policy that all staff, agents, managers, owners, visitors and vendors must abide, namely those covering (1) EMPLOYMENT PRACTICES, (2) our obligations as HOUSING PROVIDERS, and (3) our obligations as a provider of PUBLIC ACCOMMODATION.


I. EMPLOYMENT PRACTICES

As described below, we investigate complaints of discrimination and/or harassment, and respond appropriately (up to and including termination) upon a finding of discrimination or harassment.


A. EQUAL EMPLOYMENT OPPORTUNITY

Nooklyn strongly believes in equal opportunity for all. We recruit and retain salespeople and staff without regard to race, religion, creed, color, national origin, ancestry, citizenship, sex/gender, military status, age, disability, marital status, sexual orientation, gender identity/expression, personal credit score, arrest or conviction record, caregiver status, pregnancy, status as a victim of domestic violence, sexual violence or stalking, unemployment status or any other protected personal characteristic protected under applicable federal, state or city law.


WHAT TO DO: If you feel you’ve been the victim of discriminatory treatment or harassment of any kind, please speak with your local office manager, or any owner of Nooklyn.com with whom you feel most comfortable. No one will be subject to, and Nooklyn prohibits, any form of discipline or retaliation for reporting incidents of perceived unlawful harassment, pursuing any such claim, or cooperating with the investigation of any such report.


B. REASONABLE ACCOMMODATIONS

It is Nooklyn’s policy not to discriminate against qualified individuals with a disability with regard to any aspect of employment (such as application procedures, hiring, training, advancement and compensation). The Company is committed to complying with the American with Disabilities Act, as amended. The Company recognizes some individuals with disabilities may require reasonable accommodations.

Nooklyn will also provide its staff with reasonable accommodations for their pregnancy, childbirth or related medical conditions, religious observances, or in supportive response to events of domestic violence, sexual violence or stalking.


WHAT TO DO: If you believe you require a reasonable accommodation, please speak with your local office manager to discuss your limitations and possible reasonable accommodations that may enable you to perform the functions or your position, make the workplace readily accessible to and usable by you, or otherwise allow you to enjoy equal benefits and privileges of employment with Nooklyn.


C. ANTI-HARASSMENT POLICY

At Nooklyn we prohibit harassment, whether verbal (including improper teasing or joking), or physical contact, that demeans or shows hostility or aversion towards an individual because of their race, religion, creed, color, national origin, ancestry, citizenship, gender, military status, age, disability, marital status, caregiver status, pregnancy, status as a victim of domestic violence, sexual violence or stalking, sexual orientation, gender identity, or any other characteristic protected under applicable federal, state or city law, and which has the purpose or effect of (a) creating an intimidating, hostile, or offensive working environment as defined by law; or (b) unreasonably interfering with a person’s work performance; or (c) otherwise adversely affects a person’s employment opportunities. At Nooklyn we prohibit such harassment of any employee, sales agent, member, client, visitor, vendor, or third party contractor by any other employee, sales agent, member, client, visitor, vendor, or third party.

In addition to our general anti-harassment policy, in order to ensure fairness and safety in the workplace (and without regard to personal morality or political viewpoints) Nooklyn prohibits harassment of any employee, sales agent, member, client, visitor, vendor, or third party contractor based on sex or gender. For example (and not limitation) prohibited behavior includes unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying or transmitting sexually graphic magazines, photos, or pornographic material or voice or text messages, or other unwanted verbal or physical conduct of a sexual nature, such as uninvited touching or a sexual nature or sexually-related comments. Depending upon the circumstances, the conduct can also include sexual joking, profanity, vulgar or offensive conversation or jokes, commenting about an employee’s physical appearance, conversation about your own or someone else’s sex life, teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.


WHAT TO DO: If you feel you’ve been the victim of, or have witnessed, harassment of any kind, please speak with your local office manager, or any owner of Nooklyn.com with whom you feel most comfortable. No one will be subject to, and Nooklyn prohibits, any form of discipline or retaliation for reporting incidents of perceived unlawful harassment, pursuing any such claim, or cooperating with the investigation of any such report.

If after reporting you have not received a response within five (5) business days of what you perceived to be harassment, please immediately notify one or more of Nooklyn’s owners at the main Nooklyn office in Bushwick, in any manner you feel most comfortable. They will ensure that an investigation is immediately conducted. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. Violation of this policy will result in disciplinary action, up to and including termination for any employee who violates this policy. In addition, Nooklyn will not allow any form of retaliation against any person who reports unwelcome conduct to management or who cooperate in the investigation of such reports in accordance with this policy.


II. OUR OBLIGATIONS AS A PROVIDER OF HOUSING

In accordance with the New York City Human Rights Law § 8-107(5), Nooklyn enforces an anti-discrimination policy, which prohibits any Nooklyn employee, contractor, broker, real estate agent, managing agent, or other person having the right to sell, rent or lease or approve the sale, rental or lease of a housing accommodation within Nooklyn’s oversight from refusing to sell, rent, lease, approve the sale, rental or lease or otherwise deny to or withhold from persons such a housing accommodation or an interest therein because of their actual or perceived race, creed, color, national origin, age, gender, gender identity, pregnancy, disability, marital status, partnership status, sexual orientation or alienage or citizenship status, or because of any lawful occupation or lawful source of income of such person, or because children are, may be or would be residing with such person or persons, or because the person is a victim/survivor of domestic violence, sex offenses or stalking offenses. This policy also prohibits Nooklyn employee, contractor, broker, real estate agent, managing agent, or other person having the right to sell, rent or lease or approve the sale, rental or lease of a housing accommodation within Nooklyn’s oversight to declare, print or circulate or cause to be declared, printed or circulated any statement which expresses, directly or indirectly, any limitation, specification or discrimination as to race, creed, color, national origin, age, gender, gender identity, pregnancy, disability, sexual orientation, marital status, partnership status, or alienage or citizenship status, or because of any lawful occupation or lawful source of income of such person, or because children are, may be or would be residing with such person or persons.


WHAT TO DO: If you observe behavior you perceive as violating the above policy, please speak with your local office manager, or any owner of Nooklyn.com with whom you feel most comfortable. No one will be subject to, and Nooklyn prohibits, any form of discipline or retaliation for reporting incidents of perceived unlawful discrimination, pursuing any such claim, or cooperating with the investigation of any such report.


III. OUR OBLIGATIONS AS A PROVIDER OF PUBLIC ACCOMMODATION

In accordance with the New York City Human Rights Law § 8-107(4), Nooklyn enforces an anti-discrimination policy, which prohibits any manager, agent, or employee from discriminating against persons seeking Nooklyn’s services because of their actual or perceived race, religion, creed, color, national origin, age, gender, gender identity, disability, marital status, partnership status, sexual orientation, alienage or citizenship status, disability, or pregnancy. This policy prohibits Nooklyn and its managers, agents, or employees from directly or indirectly refusing or withholding or denying to such persons any of the accommodations, advantages, facilities or privileges provided by Nooklyn.

Pursuant to the New York City Human Rights Law § 8-107(15), if a person seeking services provided by Nooklyn has a disability and requires a reasonable accommodation, Nooklyn shall provide the accommodation to enable such person to enjoy any of the accommodations, advantages, facilities or privileges provided by Nooklyn, unless providing such accommodation would result in undue hardship for Nooklyn.

This policy further prohibits any Nooklyn employee, contractor, broker, real estate agent, managing agent, or other person having the right to sell, rent or lease or approve the sale, rental or lease of a housing accommodation within Nooklyn's oversight to misrepresent the availability of housing, set different terms, conditions, or privileges for the sale, rental or lease of housing because the person falls within a protected category.

Finally, this policy prohibits Nooklyn employees, contractors, brokers, real estate agents, managing agents, or other persons having the right to sell, rent, or lease or approve the sale, rental or lease of a housing accommodation within Nooklyn's oversight from steering potential homebuyers or renters to, or away from, an area on the basis of race or national origin, or pressuring, for profit, homeowners to sell by exploiting ethnic, racial, or other demographic changes.


WHAT TO DO: If you observe behavior you perceive as violating the above policy, please speak with your local office manager, or any owner of Nooklyn.com with whom you feel most comfortable. No one will be subject to, and Nooklyn prohibits, any form of discipline or retaliation for reporting incidents of perceived unlawful discrimination, pursuing any such claim, or cooperating with the investigation of any such report.