Over the past year there has been a surge of new employment laws and amendments to existing employment statutes in New York State and New York City. They place additional obligations on New York employers and expand certain protections for employees and independent contractors. In addition to various COVID-19 related laws and minimum wage increases, New York employers have seen significant expansions to the protections for employees. Four of the most significant legislative developments involve enhanced notice requirements when employers electronically monitor their employees, salary range posting obligations, retaliatory actions for whistleblowing, and requirements and limitations relating to an employer’s use of artificial intelligence in the hiring process. These new laws impose burdens on New York employers and require prompt action, as two become effective in the next two months.
It is a daunting task to keep up with these various new laws and their effective dates, but we summarize them below and provide our insights about these new developments.
New Requirements for New York Employers Who Conduct Electronic Monitoring of Employees
Effective May 7, 2022, New York employers who monitor employee telephone conversations, emails, and internet usage are required to provide notice of such monitoring to new employees and post a notice to all employees for viewing. As we noted in a prior publication just after the new law was signed by the Governor, the amendment to New...
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