Chipotle workers in New York won a $20 million settlement from their employer for violating a series of state labor laws. The New York City Department of Consumer and Worker Protection found the make-your-own burrito company in breach of the state’s Fair Workweek law as well as Paid Safe
Articles Discussing New York Wage & Hour Laws.
Currently, the New York courts are considering a class action lawsuit brought against Wal-Mart Associates, Inc., alleging that the company violated the pay frequency requirement of New York’s Labor Law by paying certain workers every two weeks instead of weekly. The lawsuit could cost Wal-Mart, and other companies hit with
On June 1, 2022, the New York State Legislature passed Senate Bill S9427A, which would amend the New York Labor Law (NYLL) by requiring that employers disclose compensation ranges in job, promotion, and transfer advertisements. This bill comes on the heels of New York City’s recent enactment of a similar
New York State
The New York City Council has pushed back implementation of the salary transparency law from May 15, 2022, to November 1, 2022.
On January 15, 2022, New York City enacted legislation requiring all covered employers to include a minimum and maximum salary for the position advertised. The new law was set to
Four months ago, New York City became the second jurisdiction in the country to require employers to include the minimum and maximum potential salaries for open positions in job postings. While passed with the intention of providing applicants greater transparency about potential pay (and to narrow the pay gap),
On April 28, 2022, the New York City Council passed Int. No. 134-A, which revises Local Law 32, New York City’s previously enacted salary disclosure law. In order to become law, the bill must be signed by New York City Mayor Eric Adams. While the mayor has thirty days to
On April 9, 2022, New York passed a $20 billion, multi-year healthcare investment in the FY 2023 State Budget. According to Governor Kathy Hochul, the budget includes “historic investments that will rebuild the health care economy by raising health care workers’ pay, improving their workplace infrastructure and providing incentives that will attract more people to the workforce.”
The New York City Commission on Human Rights recently issued its first round of guidance regarding the new salary transparency law scheduled to take effect on May 15, 2022. As we previously reported, the law will require New York City employers to include the minimum and maximum salary for both internal and external jobs, promotions, and transfer opportunities. Unfortunately, the text of the law left many questions unanswered. The guidance, issued in the form of a fact sheet, answers some of the questions surrounding the law’s requirements and scope.
In a series of significant recent decisions, Judge Pamela K. Chen of the U.S. District Court, Eastern District of New York, held that federal courts lack jurisdiction to hear claims alleging violations of New York’s wage statement and wage notice claims under the Wage Theft Prevention Act (WTPA).
On March 22, 2022, the New York City Commission on Human Rights (NYCCHR) published long-awaited guidance regarding New York City’s salary disclosure law, which requires employers to post the anticipated “minimum and maximum salary” in job advertisements. The law, which was passed on December 15, 2021, and takes effect on
The New York City Commission on Human Rights published guidance for the recently enacted Local Law 32 of 2022, which requires salary transparency in job advertisements, effective May 15, 2022.