As New York independent schools prepare for the 2022-2023 school year, they would be wise to review their employee handbooks and other employee-facing policies to ensure they are in compliance with the most recent New York laws regarding electronic monitoring, job postings, whistleblower protections, and workplace discrimination and harassment. Below we have summarized several key employment law updates impacting New York independent schools.
Effective May 7, 2022, employers in New York must provide notice to employees before monitoring employees' electronic devices and systems. Previously, federal and state law allowed monitoring of these devices when express or implied consent was given by the employee. In other words, referencing in the employee handbook the ability to monitor electronic devices used to be sufficient. However, New York now requires employers to obtain an express written acknowledgment from employees permitting electronic monitoring.
Going forward, independent schools that monitor or intercept employees' telephone calls, email, and/or internet usage will need to obtain written acknowledgment from any new hires that such communications are subject to monitoring. In addition, independent schools will need to post a notice in a "conspicuous place" for current employees. The notice must advise employees that any and all telephone conversations, email communications, and internet access or usage may be subject to monitoring "at any and...
MANILA, Philippines — The petition filed by Vice President Sara Duterte seeking to stop impeachment proceedings against her should be junked by the Supreme Court (SC) due to fraudulent claims, Bic...