Effective November 6, 2022, a new wage transparency law, amending the Westchester County Human Rights Law, prohibits employers from advertising a job, promotion, or transfer opportunity without also including the minimum or maximum salary information in the job posting or advertisement. The law aims to help close the gender and racial pay disparity by leveling
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Employer Alert: DOJ’s Active Prosecution of Employer “No-Poach” Agreements Nets First Guilty Plea
The DOJ is cracking down on anticompetitive activities
In connection with the Biden administration’s aims at promoting competition throughout the economy, the Department of Justice (“DOJ”) has started taking a more active role in investigating, as well as prosecuting, employers’ alleged anticompetitive activities that, among other things, unfairly limit worker mobility.
The first healthcare staffing…
Effective Today – New York City Pay Transparency Law
As of today, November 1, 2022, the New York City pay transparency law goes into effect. As we previously reported here, the law requires covered employers to disclose minimum and maximum salary information in job postings, promotions, and transfer opportunities. The law has already been amended once pursuant to Int. 134-A, which was…
New York City Private Employer Vaccine Mandate To End On November 1, 2022
On September 20, 2022, New York City Mayor Eric Adams announced that New York City will end the vaccine mandate for the private sector, which has been in effect since December 27, 2021. As we reported, the vaccine mandate required workers in New York City who go to work in-person or interact with the…
Cannabis Testing in the New Jersey Workplace Just Got a Little Less Hazy
On September 9, 2022, the New Jersey Cannabis Regulatory Commission (“CRC”) issued interim guidance (the “Guidance”) for employers regarding the employment protections passed for cannabis users last year pursuant to the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act (“NJCREAMMA”). The Guidance shall remain in effect until the CRC publishes the standards for…
Establishing Independent Contractor Status Continues to Challenge New Jersey Employers
In East Bay Drywall, LLC v. Department of Labor & Workforce Development, decided on August 2, 2022, the New Jersey Supreme Court confirmed the difficulties employers face when trying to establish independent contractor status for their workers. In East Bay Drywall, the Court upheld a finding by the New Jersey Department of Labor and Workforce…
New York State Establishes Hotline for Sexual Harassment Complaints
In early 2022, New York State entered S.812B/A.2035B into law, which amended the New York State Human Rights Law, N.Y. Executive Law § 296, to require a statewide toll-free, confidential hotline (the “Hotline”) for the lodging of complaints of sexual harassment in the workplace. On July 19, 2022, Governor Hochul announced the launch of the…
New York City Council Passes Amendments to the New York City Salary Disclosure Law, Including a Delayed Effective Date of November 1, 2022
On April 28, 2022, the New York City Council approved Int. 134-A (the “Bill”) to amend several aspects of the New York City salary disclosure law (Int. 1208-B) (the “Law”), including delaying the original May 15, 2022 effective date to November 1, 2022. The Bill is now before Mayor Eric Adams for his signature, which…
Attention New York City Employers: Guidance is Now Available for the Salary Disclosure Law and Possible Amendments May be on the Horizon
On March 22, 2022, the New York City Commission on Human Rights (the “Commission”) released guidance (the “Guidance”) regarding employer obligations under Int. 1208-B (the “Law”). As we previously reported, the Law requires New York City employers with four (4) or more employees to disclose minimum and maximum salary information in job postings, promotions,…
New EEOC Guidance Highlights Potential COVID-19 Caregiver Discrimination Claims
On March 14, 2022, the U.S. Equal Employment Opportunity Commission (“EEOC”) issued a new technical assistance document (the “Guidance”) addressing the interplay between existing federal employment discrimination principles involving caregivers to situations specifically related to the COVID-19 pandemic, which has presented unique challenges for employees juggling competing job and caregiving demands. The Guidance supplements earlier…