Requires the development and implementation of written workplace sexual harassment, sexual assault, and discrimination policies by corporations; requires reporting and eligibility for tax credits based on a corporation's record of sexual harassment, sexual assault, and discrimination among and between employees of such corporation; requires the division of human rights to promulgate standards relating to eligibility for state tax credits.

The bill requires companies in New York to create and follow written policies on sexual harassment, sexual assault, and discrimination in the workplace. It also establishes a system for reporting these issues and allows companies to qualify for tax credits based on their record regarding these matters. Additionally, the state's division of human rights will set standards for eligibility for these tax credits.

Supporters of the bill would argue that it promotes safer work environments and holds corporations accountable for their treatment of employees. They would emphasize that by requiring clear policies and offering tax incentives, the bill encourages proactive measures against workplace misconduct, ultimately fostering a more equitable workplace culture.

Critics might argue that the bill places an undue burden on businesses, particularly smaller companies that may struggle with the additional regulatory requirements. They could also contend that tying tax credits to a corporation's record on harassment and discrimination could lead to unintended consequences, such as companies being hesitant to report incidents for fear of losing financial benefits.