In this memorandum, we report on three upcoming legislative and regulatory changes that are relevant to employers in New York State and New York City: (i) the enactment of the Adult Survivors Act (the “ASA”); (ii) the lifting of the New York City COVID-19 vaccine mandate for private employers (the “NYC Employer Mandate”); and (iii) the requirement for New York City employers to include the minimum and maximum salary when advertising any job, promotion or transfer opportunity (the “NYC Salary Disclosure Law”).
In May 2022, New York State Governor Kathy Hochul signed the ASA into law, which provides adult victims of sexual assault with a one-year window to file civil claims for alleged sexual abuse that were not brought within their original statute of limitations periods.[1] The law revives claims based on a sexual offense within the purview of the New York State penal law, and may be brought against “any party” for injuries resulting from the abuse, including individual abusers and institutions. Thus, the law could potentially revive certain employment-related claims, including those brought under the state human rights law or state tort law. The one-year window begins on November 24, 2022.
New York City Mayor Eric Adams recently announced that starting November 1, 2022, private sector employees will no longer be required to be fully vaccinated against COVID-19 to work on-site within New York City. Employers may implement their own vaccination policies.[2]
In addition, as...
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