join our network! affiliate login  
Custom Search
GET OUR FREE EMAIL NEWSLETTERS!
Daily and Weekly Editions • Articles • Alerts • Expert Advice • Learn More

Salary History Law Trend Continuing as 2018 Draws to a Close

Suffolk County, New York has become the latest locality to enact a law banning employers from asking job applicants about their salary history or relying on their salary history at any stage in the hiring process. The salary history inquiry ban takes effect June 30, 2019, and also extends to benefits.

New York City Sets Nation’s First-Ever Gig Economy Minimum Wage

We’ve been expecting this since August, when the New York City Council passed a proposal establishing that ride-sharing driver should earn a minimum rate of pay, the first such minimum wage in the nation. Today, the other shoe dropped and the minimum wage was set.

New Suffolk County, NY, Bill Bans Inquiry into Salary History

Joining New York City, Albany County, and Westchester County, Suffolk County has become the latest jurisdiction in New York to pass a bill that prevents employers from inquiring into the salary and benefits history of job applicants.

A Cooperative Dialogue about NYC’s New Cooperative Dialogue Law – and More!

Emily Haigh and Devjani Mishra from Littler’s Manhattan office provide the inside scoop on some of New York City’s newest workplace regulations. Emily and Devjani first explore how the cooperative dialogue ordinance affects the procedures that employers use to evaluate employee accommodation requests. They discuss the law’s dialogue and documentation requirements plus how the law interacts with other NYC ordinances, including the paid sick and safe time and temporary scheduling laws. Emily and Devjani also review the city’s new lactation accommodation law, which takes effect on March 18, 2019.

Salary History Ban Arrives in New York’s Suffolk County

New York’s Suffolk County is the latest local jurisdiction to adopt legislation prohibiting employers from asking about the prior salary histories of prospective employees. The salary history ban amends the Suffolk County Human Rights Law, which defines an employer as persons or entities that employ at least four employees. The ban goes into effect on June 30, 2019.

New York City Employers Must Provide Lactation Rooms, Maintain Written Policy Starting March 18, 2019

Effective March 18, 2019, New York City employers with at least four workers must provide lactation rooms for employees and maintain a written policy for distribution to employees upon hire.

NYC Commission Provides Guidance On New NYC Sexual Harassment Law

The Stop Sexual Harassment Act, New York City’s new sexual harassment law, applies to all employers regardless of size. The law places new training and notice obligations on employers operating in the City, however many specifics about the training portion of the law are still unknown. The notice requirements are already in effect. The training requirements do not come into effect until April 2019. Recently, the New York City Commission on Human Rights revised its responses to the “Frequently Asked Questions” (FAQs) regarding the new law, giving us a glimpse into what is to come for NYC employers in regard to training employees.

NYC Council Passes 6 More Bills Protecting Ride-Sharing Drivers

On the heels of the NYC Council passing (and the mayor signing into law) a bill requiring minimum payments for ride-sharing drivers and a one-year freeze on the number of ride-sharing vehicle licenses issued, the NYC Council just passed another six new bills aimed at protecting both taxi drivers and ride-sharing drivers. The bills, approved by the Council on November 14 and expected to soon be signed into law by Mayor DeBlasio, are focused not only on drivers’ pay, but also on the financial and mental well-being of drivers in the wake of a spate of recent driver suicides and some of the more macro-economic issues facing the taxi and ride-sharing industries in NYC.

New York City Will Require Employers to Provide Greater Workplace Accommodations for Lactating Employees

On November 17, 2018, Sections 8-102 and 8-107(22) of the New York City Administrative Code were amended to require employers in New York City with four1 or more employees to (1) provide designated lactation room(s) for employees and (2) implement a lactation room accommodation policy. New York City law already prohibited discrimination based on pregnancy, childbirth, and related medical conditions and obligated employers to provide reasonable accommodations to nursing employees and to display a poster to alert employees about their rights to express milk in the workplace.2 The new amendments—which will take effect on March 18, 2019—expand on these requirements, as well as on the 2007 New York State Nursing Mothers Rights at Work Law.3

NYC Council Proposes Additional Harassment Training Requirement for "Nightlife Establishments" and Their Employees

As previously reported, this year both the State of New York and the City of New York enacted legislation requiring employers to distribute sexual harassment prevention policies and to train their workforce about the prevention of workplace sexual harassment and available legal remedies. On October 31, 2018, the New York City Council introduced related legislation targeting the City’s nightlife establishments and the issue of patron harassment.