As readers of this blog are aware, over the past couple of years both New York State and New York City have been active in passing laws governing the workplace. That trend is continuing in 2019 as new laws go into effect and others are implemented by the State and City. Employers must remain vigilant in keeping abreast of new laws and ensuring compliance with them to avoid potential legal liabilities.Read More
As we enter 2019, employers throughout New York must start preparing to comply with several new obligations going into effect this year at the state and local level.
Sexual Harassment Training
As we previously posted, both New York State and New York City significantly expanded their sexual harassment laws in 2018. Among other changes, both of those laws require employers to provide sexual harassment training in 2019.Read More
As we approach the end of the year, business owners need to remain mindful of upcoming changes in employment laws and their year-end human resources compliance obligations.Read More
On the heels of New York State expanding its sexual harassment laws, New York City has enacted its own expansion of the City's Human Rights Law (NYCHRL). The City's new legislation significantly expands the obligations of New York City employers to prevent sexual harassment.Read More
On March 31, 2018, Governor Andrew Cuomo signed into law a sweeping expansion of New York's sexual harassment laws. The new legislation contains a number of provisions that will require most New York employers to update their policies and procedures for preventing and dealing with sexual harassment issues. Of particular note for employers are the following provisions:Read More
As we enter the Holiday Season, business owners need to remain mindful of upcoming changes in employment laws and the year-end human resources compliance obligations that might effect their businesses.
Minimum Wage Increases
The minimum wage in both New York and New Jersey is set to increase shortly.Read More
In Woods v. START Treatment & Recovery Centers, Inc., the Second Circuit Court of Appeals held that an employee alleging unlawful retaliation under the Family and Medical Leave Act (FMLA), must prove that her exercise of FMLA rights was a "motivating factor" in an employer's adverse employment action. The "motivating factor" standard is a lower standard of causation than the "but for" standard typically used in the context of employment claims.Read More