On March 12, 2024, New York Labor Law Section 201-i becomes effective and prohibits employers from requesting or requiring that an applicant or employee disclose a username, password, or other means to access a personal account or service. This will effectively ban New York employers from demanding access to employee (or applicant) personal social media accounts, videos, photographs, blogs, instant messages, or similar electronic content.
Read MoreIn our last blog post, we discussed things an employer should (and should not) do when hiring an employee. Unfortunately, every business owner who hires employees will likely have to terminate at least one at some point. Terminating an employee is a sensitive process that requires careful consideration of fairness, legality, and the workplace environment. Below are five things’ businesses should do when faced with the challenging task of letting an employee go.
Read MoreStarting on May 7, 2022, employers in New York must give written notice to employees, and obtain an acknowledgment of the notice, of any electronic monitoring of telephone, email, internet, or computer usage. This requirement was enacted as part of an amendment to New York’s Civil Rights Law and applies to all employers with places of business in New York.
Read MoreAs of April 18, 2022, employers in New Jersey that use location tracking technology must provide written notice to employees of the location tracking, in certain circumstances. Specifically, New Jersey law now requires written notice to employees if the employer “knowingly makes use of a tracking device in a vehicle used by an employee.” The notice requirement applies when the device is used “for the sole purpose of tracking the movement of a vehicle, person, or device.”
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