Inspiring a Compliance Culture: Read the Compliance Department’s Spring 2026 Newsletter
Updates to Standard Procedures and Manuals
During the first quarter of 2026, the Compliance Department updated three Standard Procedures and revised the Human Resources Manual. This newsletter focuses on the key takeaways from these documents. Be sure to refer to the full documents for complete information.
Standard Procedures
Standard Procedure 007:01:1, Reasonable Accommodations for Job Applicants and Employees, establishes processes for NYCHA staff who review and process reasonable accommodation requests for job applicants and employees.
Updates to this Standard Procedure include, but are not limited to:
- The Office of EEO, Fair Housing, and Access Services (EFAS) now manages the reasonable accommodation review process for job applicants and employees; the Human Resources Department no longer manages the process.
- After receiving a reasonable accommodation request, an EFAS reasonable accommodation coordinator now reviews information regarding the request, consults with relevant contacts as needed, and sends the requestor a determination.
- The procedure now includes specific examples of possible reasonable accommodations for the protected categories. The protected categories include disability; pregnancy, childbirth, or a related medical condition; religion; and status as a victim of domestic violence, sex offense, or stalking.
- Clarifying the confidentiality requirements that NYCHA staff must follow for the reasonable accommodation process, such as limiting access to all reasonable accommodation-related personal information.
Standard Procedure 006:23:1, Equal Employment Opportunity and Fair Housing, establishes the process for the administration, distribution, and enforcement of NYCHA’s equal employment opportunity (EEO) non-discrimination policy, sexual harassment prevention policy, and fair housing policy.
Changes to this Standard Procedure include, but are not limited to:
- Updating the Office of Diversity, Equity, and Inclusion (ODEI) to the Office of EEO, Fair Housing, and Access Services (EFAS) throughout the procedure to reflect the department name change.
- Adding the following to the list of discriminations that are prohibited in employment:
- Arrest, conviction, or pending case status;
- Obstructing employee use of the Family and Medical Leave Act (FMLA);
- Cannabis use; and
- Pre-employment marijuana testing.
- Updating who is notified when there is a substantiated complaint against an employee. In addition to the department head or borough vice president and the Human Resources Department, the Law Department, the complainant, and the respondent are notified.
- Including a new note box that explains the reasons why EFAS can administratively close an open complaint:
- The complainant does not cooperate or participate in the investigation after the investigator attempts contact multiple times; or
- An external complaint, legal action, or proceeding is initiated based on similar or related allegations as the internal complaint filed with EFAS.
Standard Procedure 100:05:1, Payroll Distribution (Paychecks and Advices), explains the distribution process for NYCHA employee paychecks and Automated Clearing House (ACH) advices.
Updates to this Standard Procedure include, but are not limited to:
- Specifying that Treasury Department staff must submit a NYCHA Employee Service Connect eForm, Request for Authority Vehicle, indicating that a chauffeur-driven vehicle is needed to transport Treasury Department employees who are authorized to pick up NYCHA payroll documents from the New York City Office of Payroll Administration (OPA).
- Adding language to address privacy concerns when there is a missing or lost payroll document. After NYCHA’s Privacy Office receives a referral regarding a potential data security incident or other privacy-related issue, they begin an investigation.
- When a distribution location learns an employee is deceased, the process to distribute payments owed to the deceased employee now begins as follows:
- The timekeeper at the distribution location submits the Action on Paycheck Employee Service Connect eForm.
- In the Workday software system, the property manager or department head submits a Manager Self Service: Deceased Separation transaction indicating the employee is deceased.
- Updated the payroll distribution sites, removing 787 Atlantic Avenue.
Manuals
The Human Resources Manual provides NYCHA employees with information and guidelines about their employment.
Updates to this Manual include, but are not limited to:
- In “Equal Employment Opportunity,” added new protected groups and included language prohibiting retaliation and interference with an employee’s rights to request and utilize FMLA leave.
- In “Job Descriptions,” added the Position Description Template Employee Service Connect eForm. This form must be completed for new positions or to modify existing positions.
- Added “Names (Preferred),” a new chapter for employees who choose to use a preferred name for reasons related to their gender identity, cultural background, or other social or personal reasons.
- Revised the “Reasonable Accommodation Policy” chapter to reflect responsibilities and contact information shifting from the Human Resources Department to the Office of EEO, Fair Housing, and Access Services (EFAS). Added information on eligibility for the 55-a program, which allows certain individuals to be appointed on an exceptional basis into the Non-Competitive Class when they are unable to demonstrate their merit and fitness to serve through competitive civil service examination.
- Renamed the “Right to Know & Understand” chapter to “Right to Know & Hazard Communication.” Added subsections on Right to Know Signage and Safety Data Sheets.
- Updated the “Safety” chapter to reflect changes made in NYCHA Standard Procedure 001:15:3, Make It Safe Policy.
- Added the Environmental Health & Safety Department’s (EHS) contact information to reflect administration of NYCHA’s Make It Safe policy shifting from the Office of Safety and Security to EHS.
- Added information about the Safety Associate Program, in which union-elected NYCHA employees work with their fellow employees, supervisors, labor union representatives, and EHS to resolve workplace health and safety matters.
- In “Separation from Employment,” clarified the eligibility determinations for Bonus Retirement Leave for managerial employees. NYCHA discontinued the payment of Bonus Retirement Leave for managerial employees effective December 31, 2025. However, eligibility for Bonus Retirement Leave was grandfathered to managerial employees who had 10 continuous years of service as of December 31, 2025. Starting on January 1, 2026, to be eligible for Bonus Retirement Leave, managerial employees must:
- Have been in a managerial position with NYCHA before July 1, 2024; and
- Have 10 or more years of continuous NYCHA service as of December 31, 2025; and
- Retire in a managerial position.
Conclusion
The Compliance Department will continue working with our colleagues to ensure that NYCHA is a safe and healthy place for our residents, staff, and vendors. If you have any concerns or complaints, or if you see anyone engaging in a deceptive practice, you can make a confidential and anonymous report by calling the Customer Contact Center at (718) 707-7771 (select menu option 7) or by visiting the Compliance Department section of NYCHA’s website. Complaints can also be reported to any other federal, state, or local government agency. Remember, the Compliance Department is here to help.
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