Dubbed the “Biometric Privacy Act,” New York Assembly Bill 27 (“BPA”) is virtually identical to the Biometric Information Privacy Act in Illinois, 740 ILCS 14 et seq. (BIPA). Enacted in 2008, BIPA only recently triggered thousands of class actions in Illinois. If the BPA is enacted in New York, it
Articles Discussing General Topics In New York Labor & Employment Law.
Following Mayor Bill de Blasio’s non-action on the bill passed by the New York City Council in December expanding the scope of New York City’s Fair Chance Act (FCA), the amendments have become law.
On January 5, 2021, New York City Mayor Bill de Blasio signed legislation that effectively ends at-will employment for fast food employees in New York City. The new law takes effect on July 4, 2021, and would make New York City the nation’s first jurisdiction to create job protections for
New York City Mayor Bill de Blasio signed two new bills into law that increase job protections for fast food workers, which will take effect in 180 days
On January 5, 2021, New York City Mayor Bill de Blasio signed into law two pieces of legislation passed by the New York City Council, Int. No. 1415-A and Int. No 1396-A, that, when effective in early July 2021, will impose significant obligations on covered New York City fast food industry employers and potentially will pave the way for a great overhaul of the at-will employment system that has long-defined the employer-employee relationship in New York State and New York City.
The New York City Council has passed two bills, Int. No. 1415-A and Int. No 1396-A, that, when enacted and effective, will impose significant obligations on covered New York City fast food industry employers.
The New York City Council passed a bill expanding the scope of New York City’s Fair Chance Act (FCA).
On Friday, December 17, 2020, the NYC Council passed two bills that will end “at-will” employment for fast-food workers in New York City. The bills will take effect 180 days following Mayor de Blasio’s expected signing of bills. The bills may prove to be the proverbial “camel’s nose under the tent,” portending greater incursions into the traditional at-will principles that have defined New York’s public policy with respect to the employment relationship for well over a century.
Earlier this year, New York State enacted a statewide paid sick leave (PSL) law, which took effect on September 30, 2020. Entitlement to use leave under the law begins on January 1, 2021, and, the New York State Department of Labor (NYSDOL) has published PSL guidance and answers to frequently
On December 2, 2020, the New York State Department of Labor (DOL) released proposed regulations further interpreting the New York Paid Sick Leave Law (NY PSL).
New York City has amended its Administrative Code to make it unlawful for food stores and other retail establishments to refuse to accept payments in cash.
New York State has amended its travel policy to allow visitors to “test out” of the 14-day quarantine
On October 20, 2020, New York State issued its first guidance on the New York State Sick Leave Law (New York Labor Law § 196-b) (NYSSLL).
On April 3, 2020, New York State enacted a statewide paid sick leave (PSL) law impacting all private employers in New York. The law requires employers to provide up to 40 or 56 hours of annual sick leave (depending on their size and net income).