New York City employers face the constant challenge of managing their workforces while also complying with ever-evolving legal requirements. Below we have listed 10 actionable steps that New York City private-sector employers should take to promote compliance and avoid common pitfalls.
Several jurisdictions, including New York State and New York City (as discussed in this April 2022 client alert on New York City’s pay transparency law), require certain information in internal and external job postings to comply with pay transparency laws. Employers should review their job postings – including those on third-party websites – to confirm their postings, among other things, contain a good faith pay range for the position.
Under New York City’s Fair Chance Act and its implementing guidance, employers requiring a background check must ensure that the background check is the very last step of the pre-onboarding hiring process. Indeed, a “conditional offer of employment” should precede the background check. Additionally, New York employers should ensure that their job postings and websites do not reference background check requirements at all (unless mandated by law).
There are numerous notices covering a range of topics that must be provided to new hires based in New York City. For example, all New York employees must receive a wage notice...
You don't have permission to access "http://www.fox61.com/article/news/national/connecticut-medicaid-program-to-get-936k-from-abbott-laboratories-settlement/520-c1943418-e32f-49cb-b1ad-1ce24170279...