On December 7, 2018, the New York Department of Labor (NYDOL) proposed a new set of “predictable scheduling” regulations in an effort to discourage on-call shifts and require employers to pay employees for cancelled shifts.
What is required to obtain class treatment in a Title VII discrimination case? A recent decision has laid out a structure for analyzing commonality in putative class actions involving manager discretion over pay and promotions.
Suffolk County, New York has passed a law making it unlawful for employers and employment agencies with four or more employees to inquire about a job applicant’s salary history or otherwise to rely on such information in setting a new employee’s pay.
The New York City Administrative Code was recently amended to require NYC employers with four or more employees to (1) provide designated lactation room(s) for employees and (2) implement a lactation room accommodation policy.
The New York City Council recently introduced anti-harassment legislation targeting the City’s nightlife establishments and the issue of patron harassment.
As 2018 draws to a close, employers are looking to the next wave of labor and employment laws and regulations that will take effect in 2019 and beyond.
