Key Points

• The past eight months have featured the introduction of myriad new state and city laws impacting New York firms.
• From amendments to the NYC Fair Chance Act and NYS Paid Family Leave Law, to the expansion of the NYS whistleblower law and new requirements for electronic monitoring, the use of AI, the posting of salary information for open positions and beyond, these new measures alter the employment and human resources landscape.
• This article brings investment managers up to speed on these developments and what they mean for New York firms.

In a roof-raising number from the Broadway hit, Hamilton, Thomas Jefferson returns from his Ambassadorship in France, having sidestepped six years of grueling American political infighting, to guilelessly ask, "So, what'd I miss?" The answer, of course, was "a ton!"

In-house counsel and human resources professionals at New York investment managers could be forgiven for asking a similar question following the dizzying developments in employment law since last summer. Indeed, even aside from the myriad regulatory enactments regarding COVID-19 (addressed here), and the groundbreaking passage of the federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (discussed here), the past seven months have seen the introduction of numerous new measures governing the workplace. A recap of these developments follows.

1. New York City Fair Chance Act Amendments Require Two-Step Process for Background Checks

The New...

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