Recently, the New York Department of Labor released a series of Frequently Asked Questions to clarify changes to New York state law that prohibit employer inquiries into the salary history of applicants and employees, which took effect on January 6, 2020.
New York State recently enacted a new law mandating a study of the proportion of female members on the boards of corporations authorized to do business in the state. The law requires corporations to report the number of women sitting on their boards.
As of November 8, 2019, New York State prohibits employment discrimination based on an employee’s or a dependent’s “reproductive health decision making.”
The Second Circuit recently laid out warnings that employers, faced with both an onslaught of #MeToo claims and the efforts of federal, state and local legislators to make harassment claims easier to prove and harder to settle, need to consider seriously.
On September 12, 2019, the New York City Council passed an ordinance that extends the city’s anti-discrimination protections to freelancers and independent contractors.
The NY Legislature recently approved changes to state law addressing prohibited retaliation in employment to provide additional protections for employees regarding their citizenship or immigration status.
On July 10, 2019, New York Governor Andrew Cuomo signed legislation significantly expanding the protections of New York’s Pay Equity Law, and imposing a ban on inquiries into an applicant’s salary history.
As its session draws to a close, the New York State Legislature substantially revised the state’s anti-discrimination and anti-harassment laws this week, and Governor Andrew Cuomo has promised to sign the new measures imminently.
Every year, there are numerous state laws and local ordinances that take effect after the first of the year - and 2019 is no exception. This article summarizes key labor and employment laws and ordinances that become effective in the next few months.
The Second Circuit recently rejected its prior precedent, joining the Fourth, Sixth, and Seventh Circuits in adopting a “but-for” causation standard in disability discrimination cases brought under the federal Rehabilitation Act of 1973.
