hours) the workplace. The Bill states, “Sexual harassment can

hours) of rest per week, three paid days after a year, weekly pay and much more (NY Bill Facts for Domestic Workers, p.2 and Fretto, p.3). Most importantly, domestic workers in New York State are covered regardless of citizenship and immigration status, which means even undocumented workers have the same rights as other domestics (NY Bill Facts for Domestic Workers, p.2). The New York State Division of Human Rights, charged to protect human rights, protects domestic workers from sexual harassment in the workplace. The Bill states, “Sexual harassment can consist of unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature” (NY Bill Protection of Domestic Workers).New York took a great leap forward in its enactment of the Domestic Workers’ Bill of Rights, however, the Bill still fails to provide a number of rights to domestic workers, such as paid sick days, early notice of termination (Gilmore, p.161, Fretto, p.4, Domestic Workers and Collective Bargaining Report p.4). In fact, the Domestic Workers and Collective Bargaining Report states, “While the Bill of Rights represents improved labor standards…the final version of the law did not include five critical benefits: 1) paid sick days; 2) paid personal days; 3) paid vacation days; 4) advance notice of termination; and 5) severance pay. These benefits, by conferring job security and stability, would better enable domestic workers to stand up for their rights to fair wages and workplaces free of harassment” (Domestic Workers and Collective Bargaining Report p.4). Surprisingly, the Bill still fails to protect domestic workers’ rights to collectively bargain, which would allow domestic workers the ability to negotiate as a group, to organize and to form unions. Even New York’s Labor Relations Act (LRC) continues to exclude domestic workers from bargaining within the state’s borders (Fretto p.4). In addition, the New York Workers’ Domestic Bill of Rights does not have a specific enforcement mechanism which makes it challenging to mentor violations against domestic workers (Fretto p.4).Nevertheless, domestic workers continued to make progress, when in 2011 the ILO, in its annual International Labor Conference (ILC), voted to adopt the Convention and Recommendation Concerning Decent Work for Domestic Workers for ILO member countries, of which the United States is a participant (Kennedy, p.1, and Nadasen and Williams, p.17). The DWU and NDWA along with the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) and other labor union organizations were pivotal in shaping the discourse at the ILC conference in Geneva that year (Nadasen and Williams, p.17). These organizations’ efforts were further rewarded two years later in 2013 when the ILO put into effect the Convention and Recommendation Concerning Decent Work for Domestic Workers.Like the New York Bill, the ILO’s Convention on domestic workers was the first of its kind giving recognition to domestic workers under international labor laws (Nadasen and Williams, p.14). The ILO consists of 183 member states and the ILO’s discourse on domestic work and its implementations under the law brought the issue to the forefront of the ILO members’ agenda (Nadasen and Williams, p.15). This is evident when Nadasen and Williams state, “A historic process, the adoption of this convention has brought the plight of domestic workers to the forefront of the consciousness of trade union federations, governments, and employer representatives in 183 countries” (Nadasen and Williams, p.15). In addition to the Convention, the ILO adopted the Domestic Workers Recommendation No. 201 (Gilmore, p.183). Under Article 1(a) of the ILO Convention, domestic work “means work performed in or for a household or households” and (b) domestic worker “means any person engaged in domestic