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New York City Bill to Give Commercial Tenants More Power Over Lease Renewals Will Get Hearing

A bill to amend New York City law to establish conditions and requirements for commercial lease renewals with the aim of preserving small businesses will have its first hearing in the City Council since 2009 on October 22, 2018.

New York Anti-Sexual Harassment Requirements Take Full Effect

Earlier this year, New York State adopted anti-sexual harassment legislation that the Governor described as the "strongest and most comprehensive" in the country, and that is now fully effective. As of October 9, 2018, employers must distribute to all New York-based employees an updated anti-sexual harassment policy that covers a number of key areas. Over the next 365 days, employers also must train all New York-based employees regarding sexual harassment and retaliation, and repeat such training annually thereafter. New York City has a similar sexual harassment training requirement that goes into effect on April 1, 2019. In this podcast, Littler attorneys Devjani Mishra and Emily Haigh help employers operating in New York State and City navigate these new requirements.

New York Law Requires Human Trafficking Informational Cards in Hotels, Considering Employee Training

All hotels in New York with at least five rooms will be required to post human trafficking “informational cards” throughout each hotel’s premises beginning October 14, 2018.

New York Releases Final Guidance on Sexual Harassment Legislation

New York State’s final guidance on sexual harassment legislation is out and will take effect on October 9, 2018. This is an update to guidance first enacted back in May of this year.

New York State Extends Deadline for Mandatory Sexual Harassment Training

Executive Summary: As previously reported, New York State and New York City have implemented laws mandating sexual harassment training to all employees on an annual basis. The original state deadline for completing training was January 1, 2019. The state just extended the deadline to October 2019. Employers covered by the New York City law must comply with its training requirements beginning April 1, 2019. The state extension ONLY applies to the training. Employers are still required to adopt and promulgate a sexual harassment prevention policy by October 9, 2018.

Racing Against the Clock: New York State Issues Final Guidance on Sexual Harassment Policies and Training

As we previously reported here, here, and here, New York Governor Andrew Cuomo recently enacted an aggressive anti-sexual harassment law with stringent requirements for employers’ anti-harassment policies and training. A key component of the new law goes into effect on October 9, 2018, and requires every employer in New York State to establish a sexual harassment prevention policy. In addition, New York State employers must provide employees with sexual harassment prevention training that, under the final guidance, must be completed by October 9, 2019 (i.e., one year after the law’s effective date).

New York State Issues Final Guidance Regarding Combating Sexual Harassment in the Workplace

The State of New York has issued final guidance on combating sexual harassment in the workplace. This includes updated guidance on the mandatory sexual harassment prevention policies and annual employee training applicable to employers in New York beginning October 9, 2018.

NY Pushes Back Sex Harassment Training Deadline to October 9, 2019

On Monday, October 1, 2018, the State of New York released final versions of a sexual harassment policy, complaint form, and employee training relating to sexual harassment, among other guidance, pursuant to legislation enacted in April 2018 targeting workplace sex discrimination and sexual harassment.1 Final versions of the State’s documents can be found here.

New York Court Nullifies Recent Emergency Amendment Codifying Longstanding "13-Hour Rule" for Home Care Industry

The home health care industry suffered a major setback on September 26, 2018, when the New York Supreme Court, New York County, ruled that the New York State Department of Labor's (NYDOL) emergency rulemaking amendment to the “13-hour rule” was “null, void and invalid.” The amendment had codified the NYDOL's longstanding interpretation that home care workers only had to be paid 13 hours of a 24-hour live-in shift, as long as they received the required sleep and meal periods.

Restriction Friction: Illinois and New York Attorneys General Finalize Settlement with WeWork That Limits Noncompetition Provisions

On September 18, 2018, Illinois Attorney General Lisa Madigan and New York Attorney General Barbara Underwood reached a settlement with WeWork a shared offices company that provides services around the world. Illinois and New York authorities had challenged WeWork’s widespread use of non-compete agreements for the vast majority of its employees, including low wage and non-skilled worked. The settlement with WeWork will impact approximately 3,300 employees across the US and end ongoing investigations in Illinois and New York.