On May 10, 2019, the New York City Administrative Code was amended to prohibit pre-employment drug testing for the presence of marijuana or Tetrahydrocannabinols. This ban is the first of its kind in the United States and becomes effective on May 10, 2020, one year after its enactment.
Read MoreThe New York City Commission on Human Rights recently released the notice and model factsheet required by the Stop Sexual Harassment in NYC Act. I had previously posted about the Act, which significantly expands the obligations of New York City employers to prevent sexual harassment under the NYC Human Rights Law (NYCHRL).
Read MoreAs readers of this blog know, New York City's Temporary Schedule Change Law, which requires employers to permit employees to make a limited number of work schedule changes each year, went into effect on July 18, 2018. Our prior posts on this law can be found here.
Read MoreTwo of New York City's recently enacted laws governing the employment relationship become effective this week, on July 18, 2018. The first law expands employer obligations under the New York City Human Rights Law (NYCHRL), concerning employee requests for reasonable accommodations. The second law grants eligible employees in New York City the right to make a limited number of work schedule changes for personal reasons each year.
Read MoreAs readers of this blog know, New York City has been very active in enacting laws that govern the employment relationship. New York City's latest law will require employers to grant employees the right to make a limited number of temporary schedule changes for personal reasons. This law becomes effective July 18, 2018.
Read MoreNew York City recently enacted two amendments to the New York City Human Rights Law (NYCHRL), which will go into effect later this year and expand employee rights under the law.
Amendment to Definitions of Sexual Orientation and Gender
The first amendment expands the definitions of "sexual orientation" and "gender" under the NYCHRL and will take effect May 11, 2018.
Read MoreThe New York City Human Rights Law (NYCHRL) requires employers in New York City, with four or more employees, to provide employees with reasonable accommodations relating to pregnancy and childbirth. The NYCHRL also requires employers to provide employees with notice of their rights to pregnancy related accommodations at the time of hire and by posting a notice of such rights in the workplace.
Read MoreAs I previously posted, beginning October 31, 2017, it will be unlawful in New York City for an employer to inquiry about a job applicant's salary history during the hiring process or rely upon an applicant's prior salary history when setting compensation. The New York Commission on Human Rights, which enforces the law, has issued an Employer Fact Sheet and a Job Applicant Fact Sheet providing guidance on the law.
Read MoreI previously wrote about issues faced by employers when hiring employees. As I discussed, in order to comply with all legal requirements surrounding hiring, employers must be familiar with federal law as well as applicable state and local laws. As with New Jersey, New York has implemented specific requirements that an employer must understand in order to not run afoul of the law when hiring an employee. Employers in New York City have even more requirements they must comply with.
Read MoreOn May 4, 2017, Mayor de Blasio signed legislation prohibiting employers from inquiring into, or relying on, an applicant's salary history at any stage in the employment process. This salary history inquiry ban will take effect October, 31, 2017 and continues a trend in New York City to enact local laws effecting the employment relationship. Other relatively recent New York City legislation includes the NYC Earned Sick Time Act and the NYC Commuter Benefits Law.
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