We Want to Meet You

We want to help you get to know Brooklyn Law School. We offer both on-campus  and virtual information sessions, as well as class observations. You may also sign up for our Mailing List to stay connected and receive event updates.

If you are a  Prelaw Advisor  or are from a pre-law society, we would be happy to offer your students informative webinars about the law school admissions process or virtual open houses. Please contact us at  [email protected]  to find out how to set up virtual programming.

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Brooklyn Law School's main building is located at 250 Joralemon Street in the heart of Downtown Brooklyn. There are many ways to get to Brooklyn Law School including by car, subway, bus, and rail. View the pages below for directions, or download our PDF brochure  with detailed instructions.

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For your next visit, view the map below for our recommended accommodations closest to the Law School.

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For internationally trained lawyers who are interested in learning about our LL.M. program, there are ample opportunities to meet us both on campus and abroad. We also host informational webinars to help students navigate the application process and understand their options.

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Learn more about the admissions and financial aid team that will help you on your path to a career in law.

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Brooklyn Law School Library: Study Rooms

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The following guidelines are implemented in the Law Library to ensure fair access to study rooms and to maintain a suitable environment for research and study.

Reserve a Study Room

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  • Check in and out of study room Use the check in code provided in your reservation confirmation or reminder. Contact us using the contact information below if you need assistance checking in or out.

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Stop by the Reference Hub (3rd Floor Nash Reading Room): M-F from 9am-8pm

Email: [email protected]

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Study Room Policies

  • To use a study room, you must make an online reservation .
  • Only BLS Law Students may use the reservation system and you must use your brooklaw.edu email address.
  • Study room reservations may be made up to 3 days in advance.
  • Advance reservations are limited to 4 hours per day.  If there are rooms still not reserved at 9am, you may make a second reservation for that day by contacting a reference librarian at [email protected] or via  Chat . 
  • Click the link and enter the code provided in your reservation confirmation and reminder email,
  • Scan the QR code located on the study room door and enter the code provided in your reservation confirmation and reminder email, or
  • Contact us via  Chat or at [email protected] .
  • If you are running late, contact us via  Chat or at [email protected] .
  • Firmly shut the door.
  • If you are leaving before your reservation is over, please check out of the study room using the QR code and the same code provided in your reservation confirmation and reminder email, or contact us via Chat or at [email protected]
  • To cancel your reservation, 1) use the link in your study room email confirmation, or 2) contact a reference librarian at [email protected] or via Chat .
  • You are responsible for the appropriate use of the room and for restoring the room to its pre-use condition.
  • For questions or problems, stop by the Circulation Desk, email [email protected] or  chat with us.
  • We reserve the right to cancel study room reservations. 
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  • Last Updated: Apr 16, 2024 2:24 PM
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Notice: Reading Period, Exams, and Graduation

The Campus Visit Program is unavailable from April 24 to May 16. By limiting the visit period to when classes are in session, we hope you understand we are both identifying when it would be most beneficial for you to experience the NYU Law community while also providing for the proper examination conditions for our current students. Summer visits, which feature a self-guided tour of campus, will be available for registration shortly.

In the meantime, we invite you to visit historic Washington Square Park and Greenwich Village to learn what it might be like to live and study in the neighborhood that surrounds our campus.

Questions? Contact us .

Professor and students talking outside Vanderbilt Hall

Plan ahead to visit the Law School, located just off historic Washington Square Park in the Greenwich Village neighborhood of downtown Manhattan.

You may schedule a visit on any weekday before reading period and exams :

  • Earliest arrival: 10:00 a.m.
  • Latest arrival: 3:30 p.m.

Visits end by 4:30 p.m. daily.

We are unable to sponsor visits on weekends or observed holidays .

Before You Arrive

Expect email correspondence from us to confirm and plan your visit. You will need the email approving your visit and a government-issued ID to access campus buildings.

Upon arrival, you'll come to  Wilf Hall  to check in for your visit.

NYU Law provides reasonable accommodations to people with disabilities. Please contact us at least two weeks before the date of the visit with requests for accommodations.

Additional Information

There remains a degree of uncertainty associated with making travel plans; book accordingly.

While we are unable to sponsor a visa for international students to visit campus, citizens of some countries may be eligible for the visa waiver program .

Helpful Links

Subway Map : Take the A, B, C, D, E, F, or M train to West 4th Street - Washington Square

NYU Law Campus Map : Graduate Admissions is located on the lobby level of Wilf Hall.

newyorksimply.com's 12 Charming Restaurants in Greenwich Village  (Jan. 2023)

© 2024 New York University School of Law. 40 Washington Sq. South, New York, NY 10012.   Tel. (212) 998-6100

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BrooklynWorks

Browse by collections follow, faculty scholarship, special collections, law journals.

BrooklynWorks is the scholarly repository of Brooklyn Law School, providing open access to scholarship produced by the law school and to other collections of law school materials. The repository is a service of the Brooklyn Law School Library. Current collections focus on faculty scholarship, the law school's journals and library special collections.

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Tracing Equity: Realizing and Allocating Value in Chapter 11 Edward J. Janger and Melissa B. Jacoby

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New York State Senator Jessica Scarcella-Spanton

Chair, Veterans, Homeland Security and Military Affairs Committee

( D ) 23rd Senate District

Anti-squatter law passed in New York; here’s what to know

Paul Liotta

April 22, 2024

SEN JSS

STATEN ISLAND, N.Y. — Bipartisan support of changing squatters’ rights grew around the state, including on Staten Island where State Sen. Jessica Scarcella-Spanton (D-North Shore/Southern Brooklyn) and Assemblyman Michael Tannousis (R-East Shore/South Brooklyn) pushed for new rules.

“For too long, my constituents have grappled with the current reality where individuals unlawfully occupy their spaces without any recourse. We witness distressing scenarios unfold in the news week after week — hardworking homeowners facing legal repercussions for rightfully reclaiming their own property from individuals who brazenly occupy it without consent,” Scarcella-Spanton said. “No one should return home to find their property seized by squatters, who now have more rights to their property than they do.”

Scarcella-Spanton introduced legislation earlier this year that contained squatter-defining language similar to what was included in the state budget. Previously, there was limited legal distinction between tenants and squatters.

Read the full article here.

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West Brighton street named for Martin ‘Marty’ Doherty, a pillar of the sports and education community

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Staten Island DA receives $100K grant for cameras and surveillance technology

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New York City Council

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NYC Council Releases 2024 Pay Disparity Report Showing Continued Wage Disparities in City Workforce Largely Resulting from Pay Gaps for Women of Color, Proposes Legislation to Address Key Factors

April 23, 2024

Report finds occupational segregation that concentrates women and people of color in job titles that pay less than those consistently predominated by white and male city workers maintains persistent disparities  

City Hall, NY – Today, Speaker Adrienne Adams and the New York City Council released its 2024 Pay Disparity Report on wage disparities within New York City’s municipal workforce. It finds persisting gender and racial wage gaps that are largely the result of women of color being paid less, as they are concentrated in job titles that consistently provide lower wages and continue to lack access to jobs predominated by white and male employees and paying higher wages. In conjunction with the release of the report, the Council will be holding a hearing this week on the issue and legislation to address it. 

The 2024 report reveals that employees in the municipal workforce that identify as Asian, Black or African American, Hispanic or Latino and Other Race/Ethnicities (ABHLO) earn $0.84 for every $1 paid to white city employees. It also shows that for every dollar earned by white male employees, all other workers earn on average 82 cents, demonstrating that people of color – and women of color, more deeply – are experiencing the overwhelming impact of pay disparities. Female employees of color in the city’s workforce account for more than two-thirds of the overall racial pay gap of 16 cents, while male employees of color account for approximately one-third. Across the municipal workforce, female employees of color saw the smallest improvement in their pay gap between 2018 and 2021. The data also demonstrates that 95% of gender and racial pay gaps are explained by occupational segregation that concentrates women and people of color in job titles that pay less across and within agencies. 

The report includes data for municipal wages up to 2021, as maintained by the Council’s innovative Pay Equity Law ( Local Law 18 of 2019 ), which requires the Mayor’s Office of Data Analytics (MODA) to publicly report New York City municipal employee pay data on the Office’s open source analytics library and provide the Council with direct access to the data to facilitate its own annual statistical analysis. Last year, the Council passed a package of bills to expand the 2019 law and require city agencies to conduct an analysis of compensation data and measures to address pay disparity and occupational segregation, providing greater real-time access to city employment data that will allow for more timely analysis. 

An interactive webpage with the findings is available here and the full report is here . 

“For our historic most diverse and women-majority Council, the fight for pay equity is personal and a priority to advance equity,” said Speaker Adrienne Adams . “Every member of our diverse workforce should be compensated fairly for their hard work, regardless of race or gender. Pay equity is not only a matter of racial, gender, and economic justice, but also fosters a culture of inclusivity and respect that improves the city’s ability to retain its talented workforce. When we invest in equal pay, we invest in the future of our city, unlocking the full potential of our diverse workers and driving sustainable growth.” 

Other key findings within the latest data, as of 2021, include: 

Agency Diversity, Occupational Segregation, and Pay Gaps  

  • Racial diversity outpaced gender diversity: of city agencies with over 100 employees, 13 saw a significant increase in the percentage of workers of color from FY 2012 to 2021, but only three saw a significant increase in women employees – only one of which had an under-representation of female employees. 
  • Several agencies’ racial/ethnic or gender compositions differ greatly from the demographics of New York City: 
  • The Department of Homeless Services (DHS), Department of Probation (DOP), Administration for Children’s Services (ACS), Department of Correction (DOC), and the Fire Department (FDNY) are the least racially diverse agencies.  
  • The Department of Sanitation (DSNY) and FDNY lack racial diversity and gender diversity, with DSNY being 9% female and 51% white, and FDNY being 12% female and 62% white 
  • Uniformed agencies (DOC, DSNY FDNY, NYPD) and those agencies related to science and technology (such as the Office of Technology and Innovation (OTI), Department of Environmental Protection (DEP), and Department of Transportation (DOT) have large within-agency gender pay gaps.  
  • While there are titles exhibiting gender parity within these agencies, most employees are concentrated in either higher paying, predominantly male positions, or lower-paying, predominantly female titles.  
  • Agencies with the highest percentage of female employees consistently have median salaries below the City workforce’s median, while those with the lowest percentage of female employees have salaries above the median. The same pattern holds for agencies with the highest and lowest percentages of employees of color. 

Disproportionate Impact of COVID-19  

  • Overall headcount reductions during COVID-19 disproportionately affected agencies that predominantly employ women or people of color.  
  • Agencies that predominantly employ women and/or people of color, such as DHS, HRA/DSS DOP, and DOE, experienced substantial reductions in headcount after COVID-19. This is especially the case for DHS, which experienced an almost 19% headcount decrease.  
  • In contrast, agencies with predominantly male and/or white employees, such as the NYPD, DSNY, DOT, FDNY, and OTI, maintained relatively stable headcounts, with decreases below 5% or increases no greater than 4%.  

Diversifying Well-Paid and Predominantly Male and White Career Tracks  

  • The Data Team’s simulation to align the gender composition of 18 well-paying, populous, predominantly male titles with the gender composition of the labor force of NYC overall resulted in a 37% reduction in the gender pay gap.  
  • Similarly, the Team’s simulation to align the racial composition of 18 well-paying, populous, predominantly white titles with the racial composition of the labor force of NYC overall resulted in a 24% reduction in the racial pay gap.  
  • Without interventions to diversify high-paying, promotional roles, or increase pay for undervalued titles, it will take decades to significantly reduce the gender and racial pay gaps in the municipal workforce. 

To address occupational segregation and eliminate pay disparities, the Council will consider legislation designed to promote greater diversity in well-paid career tracks that are predominantly held by men and white employees. The new legislation being heard at this week’s Committee on Civil Service and Labor hearing would establish a municipal career counselor within the Department of Citywide Administrative Services (DCAS), require the distribution of workplace culture surveys to municipal employees, and call for DCAS to re-examine requirements regarding the ranking of eligible candidates for promotions to better recognize highly skilled and motivated employees. 

The proposed legislation is as follows: 

Introduction 743 , sponsored by Council Member Carmen De La Rosa , would require the department of citywide administrative services (DCAS) to offer career counseling to eligible municipal employees to advise them of career advancement opportunities. This bill would also require DCAS to conduct outreach to eligible employees regarding career counseling services and to create written materials to guide them. This bill would require DCAS to submit a report regarding municipal employees’ use of career counseling services and feedback the agency has received. 

Introduction 767 , sponsored by Council Member Crystal Hudson , would require the department of citywide administrative services (DCAS) to create a workplace culture survey, to be completed by municipal employees annually on an anonymous and voluntary basis. The survey would ask employees about their opinions on their workplace culture, management practices, likelihood of departing the agency, and other equity-related concerns. This bill would require the commissioner of DCAS to submit a report on their findings from the survey responses. This bill would also clarify that agencies’ annual reports on their efforts to remedy pay disparities and occupational segregation should include both internal and external outreach. 

Introduction 809 , sponsored by Council Member Carmen De La Rosa , would require the commissioner of the department of citywide administrative services (DCAS) to publish an annual report on its website regarding the department’s determination of promotional exam applicant eligibility. In particular, the bill would require the commissioner to report on the factors considered when making determinations to fill municipal vacancies from pools of direct line employees or to expand eligibility to collateral line employees or comparable position employees. 

Resolution 306 , sponsored by Council Member Carmen De La Rosa , would call on the Department of Citywide Administrative Services to grant additional points on promotional exams to examinees who have completed the agency’s Executive Development and Management & Supervision trainings, or to examinees who have earned a degree or certificate from the City University of New York, or a similarly accredited institution. 

“As Chair of the Committee on Civil Service and Labor, we have been focused on diversifying the municipal workforce to provide opportunities in public service to all and build a municipal staff that reflects the diversity of our city,” said Council Member Carmen De La Rosa, Chair of the Committee on Civil Service and Labor . “Following the passage of our Pay Equity package, the results still indicate a gap of close to 20 cents to white employees’ dollar, due in part to occupational segregation. Equipped with our pay equity report, the Council has a better guide to address racial and gender pay gaps that are still pervasive in our public sector. We are committed to closing the gap and fostering a more equitable working environment in our city.” 

“The Pay Disparity Report released by Speaker Adrienne E. Adams reinforces that equal pay for equal work still does not exist in our municipal workforce,” said Council Member Julie Menin , Co-Chair of the Women’s Caucus. “No job should pay less because of their gender, ethnicity, or race and it is unconscionable that women of color earn only $.84 for every dollar earned by men. I applaud the Speaker for releasing such a crucial report to ensure pay equity remains a top issue for the City to address.” 

“It is unacceptable that women, workers of color, and particularly women of color are still making significantly less than their white male counterparts nearly 4 years after Local Law 18 was signed into law to track government pay data,” said Council Member Farah Louis . “For far too long this city has struggled with both gender and racial economic equity. This Council has attempted to address this issue throughout the years, including passing legislation to focus on remedying these problems on the municipal level. The Council’s report on the city’s progress on pay equity continues to show that occupational segregation remains a serious issue in our municipal workforce and that women of color are disproportionately impacted by this disparity. Breaking cycles of occupational segregation both for women contractors and women in the municipal workforce reinforces our commitment to ensuring accessibility and equity are at the forefront of pay equity initiatives.” 

“This report underscores the importance of dismantling systemic barriers that hinder women from receiving the same compensation as their male counterparts,” said Council Member Nantasha Williams, Chair of the Committee on Civil and Human Rights . “Let’s continue to advocate for policies and practices that ensure every individual receives equal pay for equal work, particularly women of color who make even less than White women. We must foster a society where gender does not determine one’s economic worth.” 

“There continues to be a dire need to pursue long-lasting solutions to address persistent gender and racial pay gaps in the municipal workforce,” said Council Member Crystal Hudson. “We have to use the tools at our disposal to examine and enforce existing pay equity laws so that we may better care for the employees that serve as the backbone of our city. Pay equity extends beyond the workplace. It means ensuring many of our city’s most marginalized communities, Black and brown women, can live with dignity. This Council has the opportunity now, to flip the script, challenge the status quo, and make sure policies advancing pay parity are not only comprehensive, but permanent in our larger struggle for justice.”  

“As Co-Chair of the Black, Latino, and Asian Caucus, I’m deeply committed to bridging the gender and racial pay gaps within our city’s diverse workforce,” said Council Member Kevin C. Riley . “The annual Pay Disparity Report shines a light on the real struggles endured by dedicated individuals who are unfairly compensated for their hard work in service to our city. Women earn $0.835 for every dollar earned by men, and particularly, if non-white women were paid the same as men, this gap would shrink by 85%, amplifying the exacerbated effects for women in communities of color. Alongside Speaker Adrienne Adams and my fellow Council colleagues, I echo the urgent call to action, ensuring our city’s workforce reflects the equities we advocate for, fostering fairness and inclusion.” 

“The fact that low pay of non-white female employees accounts for large portions of pay disparities within the municipal workforce is nothing new. We have known for years that women, especially Black and brown women, have not been paid equally to their male counterparts doing the same work,” said CWA Local 1180 President Gloria Middleton . “It’s long past time for agencies to be held accountable for their pay treatment of women. We look forward to working with the City Council to strengthen laws that will finally level the paying field for everyone, regardless of gender.” 

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Recent Press Releases

  • Joint Statement from Speaker Adrienne Adams and Finance Chair Justin Brannan on the Mayor’s Fiscal Year 2025 Executive Budget April 24, 2024
  • NYC Council Releases 2024 Pay Disparity Report Showing Continued Wage Disparities in City Workforce Largely Resulting from Pay Gaps for Women of Color, Proposes Legislation to Address Key Factors April 23, 2024
  • Statement from Speaker Adams on Passage of the Fiscal Year 2025 State Budget April 21, 2024
  • Ahead of Earth Day, New York City Council Votes to Establish Pilot Program for Installing Solar Canopies in City-Controlled Parking Lots April 18, 2024
  • Speaker Adrienne Adams, Council Members Celebrate Opening of New Brooklyn Trauma Recovery Center as Latest Result of Council Investments in Crime Victim Services April 17, 2024

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COMMENTS

  1. Brooklyn Law School

    Brooklyn Law School's main building is located at 250 Joralemon Street in the heart of Downtown Brooklyn. There are many ways to get to Brooklyn Law School including by car, subway, bus, and rail. View the pages below for directions, or download our PDF brochure with detailed instructions. Campus Map. Driving Directions.

  2. Brooklyn Law School

    See if Brooklyn Law School is ranked and get info on programs, admission, tuition, and more. Education. Colleges. Rankings and Directories. ... Visit School Website. Brooklyn, NY, 11201.

  3. PDF WE ARE BROOKLYN LAW

    BROOKLYN LAW Our home since 1901, we have watched Brooklyn grow into a vibrant global center for high-tech business and innovation. It also boasts world-class museums, parks, historic sites, theaters, ... 2016 visit. Feil Hall is located minutes away from the main campus and offers furnished apartments, 24-hour security, and common areas to ...

  4. Brooklyn Law School

    Brooklyn Law School (BLS) is a private law school in New York City. Founded in 1901, it has approximately 1,100 students. Brooklyn Law School's faculty includes 60 full-time faculty, 15 emeriti faculty, and a number of adjunct faculty.

  5. Fall 2021

    BROOKLYN LAW SCHOOL marked its return to campus Aug. 16, 2021, welcoming over 430 new students at the annual Convocation ceremony. The event featured remarks from Alphonzo Grant '98, managing director at Morgan Stanley, Dean Michael T. Cahill, Vice Dean Christina Mulligan, and Professor Neil B. Cohen.. The ceremony was held in four locations around the Law School, with a featured speaker at ...

  6. Generation Strong

    At age 14, Brian Brown went along with his cousin, a criminal defense attorney, to a client visit. That experience set the Queens native on the road to Brooklyn Law School, where he has served in a variety of student leadership roles, including as a founding member of the new Student Advisor and Mentorship Program (SAMP).

  7. Summer of Service

    Internships, along with clinics and externships, form the real-world experience triumvirate for Brooklyn Law School students, a chance to exit the classroom and stride directly into the field of actual clients, casework, and courtrooms. The transition is especially dramatic for the 150 students who worked over the summer of 2022 through ...

  8. Brooklyn Law School

    Access blsconnect to find resources, services, and opportunities for Brooklyn Law School students.

  9. Fall 2022

    Sage advice, words of encouragement and hope, and more than a few laughs and whoops of congratulations from the audience made commencement day 2022 memorable for the nearly 450 members of Brooklyn Law School's classes of 2020, 2021, and 2022 who gathered with families and friends at the Coney Island Amphitheater.It was a particularly joyous day, as this was the first in-person commencement ...

  10. Instructions

    A: Visit WashingtonPost.com while connected to Brooklyn Law School's wireless network, while using computers in BLS Library's computer labs, or while off campus by creating a personal account. Q: How do I create a personal WashingtonPost.com account?

  11. About This Journal

    The Brooklyn Law Review is published 4 times a year by Brooklyn Law School, 250 Joralemon Street, Brooklyn, NY 11201. You may contact the journal by fax at 718-780-0353, or by email at [email protected]. Please visit the journal at Brooklyn Law School's scholarly repository, BrooklynWorks.

  12. LibGuides: Brooklyn Law School Library: Study Rooms

    Study Room Policies. To use a study room, you must make an online reservation. Only BLS Law Students may use the reservation system and you must use your brooklaw.edu email address. Study room reservations may be made up to 3 days in advance. Advance reservations are limited to 4 hours per day.

  13. Visit Us

    You may schedule a visit on any weekday before reading period and exams: Earliest arrival: 10:00 a.m. Latest arrival: 3:30 p.m. Visits end by 4:30 p.m. daily. We are unable to sponsor visits on weekends or observed holidays.

  14. Fall 2023

    Members of the Class of 2023 may have started their Brooklyn Law School journey on Zoom, but they finished it in real life—and gloriously—with a Commencement Day 2023 celebration that reflected pride in their hard-won accomplishments and a determination to bring about change in the world.. After gathering on May 16 at the elegant Peter Jay Sharp Building at the Brooklyn Academy of Music ...

  15. Brooklyn Law Notes

    Press Alt+1 for screen-reader mode, Alt+0 to cancel. Use Website In a Screen-Reader Mode. Accessibility Screen-Reader Guide, Feedback, and Issue Reporting

  16. BrooklynWorks

    BrooklynWorks is the scholarly repository of Brooklyn Law School, providing open access to scholarship produced by the law school and to other collections of law school materials. The repository is a service of the Brooklyn Law School Library. ... Visit any of the disciplines in the Digital Commons Network™ ...

  17. Anti-squatter law passed in New York; here's what to know

    STATEN ISLAND, N.Y. — Bipartisan support of changing squatters' rights grew around the state, including on Staten Island where State Sen. Jessica Scarcella-Spanton (D-North Shore/Southern Brooklyn) and Assemblyman Michael Tannousis (R-East Shore/South Brooklyn) pushed for new rules. "For too long, my constituents have grappled with the current reality where individuals unlawfully occupy ...

  18. NYC Council Releases 2024 Pay Disparity Report Showing Continued Wage

    Last year, the Council passed a package of bills to expand the 2019 law and require city agencies to conduct an analysis of compensation data and measures to address pay disparity and occupational segregation, providing greater real-time access to city employment data that will allow for more timely analysis.