The 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 MoreOn 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 MoreFollowing the enactment of a sweeping Equal Pay Law, on May 2, 2018, Governor Murphy signed the Earned Sick and Safe Days Act, which mandates that employers in New Jersey provide paid sick leave to their employees. The Act takes effect on October 29, 2018 and will preempt all existing local sick leave ordinances when it takes effect.
Read MoreNew Jersey's Diane B. Allen Equal Pay Act (the "Equal Pay Act" or "Act") will become effective on July 1, 2018 and significantly expands New Jersey's equal pay laws. Violations of the Equal Pay Act will carry substantial liabilities, so New Jersey employers will need to act quickly to ensure compliance with the new law.
Read MoreOn 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 MoreIn a prior post I discussed the Department of Labor's (DOL) proposed changes to the tip sharing rules of the Fair Labor Standards Act (FLSA), which would allow employers to require mandatory tip pooling if the employer did not take a tip credit for minimum wage compliance purposes. The proposed rule change quickly received negative criticism from restaurant workers and labor advocates due to the fear that the proposed rule would result in employers paying tipped employees minimum wage in order to retain employee tips.
Read MoreOn April 2, 2018, in Encino Motorcars, LLC v. Navarro, the United States Supreme Court rejected the longstanding principle that exemptions from the Fair Labor Standards Act's (FLSA) overtime pay requirements should be construed narrowly, granting a victory to employers.
In Encino, a majority of the Court held that service advisors at car dealerships are exempt from the FLSA's overtime pay requirements. While this holding directly applies only to a particular segment of workers in one industry, the Court's overall decision has much broader implications.
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 Jersey Law Against Discrimination (NJLAD) was recently amended to prohibit discrimination against breastfeeding employees. Not only does the amendment prohibit discrimination against such employees, but it also requires employers to provide breastfeeding employees with a reasonable accommodation to express breastmilk.
Read MoreSexual harassment claims continue to dominate headlines and remain at the forefront of social awareness. As is apparent from the news, social media, and the #MeToo movement, many women have been exposed to sexual harassment at work.
Sexual (or any unlawful) harassment can be devastating to a business. It erodes employee morale and productivity, negatively impacts employee retention, and exposes a business to significant liability and legal costs.
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 MoreOn December 5, 2017, the Department of Labor (DOL) published a Proposed Rule rescinding its 2011 regulations concerning mandatory tip pooling.
Under the Fair Labor Standards Act (FLSA), employers may, in certain situations, take a "tip credit" for some of the tips a tipped employee receives to satisfy the employer's minimum wage obligations.
Read MoreAs 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 MoreDoes your business have an employee break policy? Do you pay employees during their coffee, bathroom, and other short breaks? According to the Third Circuit Court of Appeals (which has jurisdiction over New Jersey), if those breaks last less than 20 minutes, employees must be paid for that time under the Fair Labor Standards Act (FLSA).
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.
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