New York, N.Y. (December 22, 2022) - As seems to be the case every year, 2022 was a busy year in the employment law arena for New York State and City. Below, we recap the key new developments that employers should be mindful of in order to move forward with a compliant 2023.
This year ushered in a new era of wage transparency laws. Employers with at least four employees, with at least one employee working in New York City, must now disclose good faith minimum and maximum salary ranges in advertisements for jobs, promotions, or job transfers. Disclosures for positions with wages based solely on commissions should include a statement that compensation will be based on commission. What constitutes a "good faith range" is not yet clear, but employers should continue their compliance efforts until clarification is issued by the New York City Commission on Human Rights. Employers have 30 days from receipt of the Commission's first notice of a violation to remedy their postings. Any subsequent violations may subject employers to a $250,000 fine per violation. Note that New York State enacted similar legislation this year, which has not yet been signed into law by Governor Hochul; that may happen in the new year.
Also in the wage arena, 2022 legislation raised minimum wages and salary thresholds in New York State and areas surrounding NYC. Employers with employees in Westchester and Long Island must now provide the new minimum wage of...
The woman who accused Jay-Z of raping her when she was 13 years old has fully recanted her allegations, and apologised for the “immense pain” she caused the rapper and his family, including wife B...