Staying in New York for the moment, New York City’s expansion of the reasonable accommodation requirement takes effect the following week on October 15, 2018. More specifically, a January amendment to the New York City Human Rights Law (NYCHRL) requires that employers with four or more employees engage in a detailed “cooperative dialogue” with any employee requesting accommodation in connection with the employee’s religion, disability, pregnancy, medical condition or status as a domestic violence victim. “Cooperative dialogue” means that the employer must engage in a good faith written or oral dialogue with the employee regarding the latter’s accommodation needs, including alternatives and difficulties that such accommodations may pose. It is especially important to note that the new amendment applies beyond disability-related accommodations triggered by the federal Americans with Disabilities Act (ADA) and that failure to engage in a good faith cooperative dialogue will constitute a stand-alone violation of the NYCHRL.