Spring Human Resources Update

COVID Update - We’ll discuss increasing cases of COVID-19 in NYS and what that could mean regarding employee safety, the HERO Act, additional booster shots, COVID paid sick leave and more.

New York State Electronic Monitoring Law - Beginning May 7, 2022, all private sector employers, regardless of size, must provide prior written notice of any electronic monitoring to employees upon hire. Further, employers must receive a written or electronic acknowledgement from the employees of receipt of the notice. Employers must also post the notice in a conspicuous place so that employees who are subject to electronic monitoring can readily review the notice.

New York City Pay Transparency Law - Effective May 15, 2022, employers advertising jobs in New York City must include a good faith salary range for every job, promotion, and transfer opportunity advertised. Similar legislation is advancing through the New York State legislature that would impact all employers. We’ll discuss the requirements of the New York City law and how this can impact all employers state-wide.

Automated Employment Decision Tools - New York City has also passed a law requiring a “bias audit” for any employer using automated employment decision tools. Like the pay transparency law above, there is also similar legislation that would impact employers state-wide. We’ll discuss the NYC law and how this may impact the employment process of all employers.

New York State Whistleblower Law - Late last year, Governor Hochul signed into law significant changes to Labor Law §740 that provides protections to “whistleblowers” in the workplace. The law became effective on January 26, 2022.

Further Protections for Victims of Sexual Harassment - Actions at both the State and Federal levels have increased protections for victims of sex based discrimination/harassment. We’ll discuss recently passed state and federal legislation that impacts all employers.