The beginning of the new year is a good time to review your policies and practices to make sure they are up-to-date with the laws referenced in this Alert.
In 2022, New York state and New York City continued to enact critical labor and employment laws that directly affect businesses of all shapes and sizes. Employers should familiarize themselves with these new laws and update their policies to stay compliant.
New York City's pay transparency law (summarized in a prior Alert), which amended the New York City Human Rights Law, went into effect on November 1, 2022, and requires employers with four or more employees (at least one of whom works in New York City) to disclose the minimum and maximum annual salary or hourly wage the employer believes, in good faith, it is willing to pay for the advertised job, promotion or transfer opportunity. Covered employers must follow the law when advertising for all positions, except for positions that cannot or will not be performed, at least in part, in New York City (whether from an office, in the field or remotely from the employee's home). The good faith salary range disclosure does not need to include other forms of compensation such as bonuses, tips, health benefits and paid time off. The New York City law provides only current employees (but not job applicants) with a private right of action to bring a lawsuit against an employer for violating the law.
New York state's pay transparency law,...
TIFFIN, Ohio — On Friday, state Rep. Gary Click deleted a Facebook post accusing three named Democrats of funding his primary opponent and replaced it with a correction. The claim was “made in err...