With the New Year approaching, so too are a legion of enhanced workplace protections.
As “whistleblower” issues pervade national headlines, lawmakers in some jurisdictions, including New York, have recently sought to expand existing whistleblower protections.
Effective November 18, 2019, amendments to the New York State Human Rights Law will provide enhanced protections to employees who are victims of domestic violence.
On March 7, 2019, the U.S. Department of Labor issued a Notice of Proposed Rulemaking (“Proposed Rule”) which sought to increase the minimum salary thresholds for the Fair Labor Standards Act’s “white collar” and “highly compensated” overtime exemptions.
On August 12, Governor Cuomo signed sweeping new legislation toughening and substantially broadening New York’s sexual harassment protections.
The New York State Legislature has passed a bill that, if signed into law, would allow current and former employees to obtain a lien against an employer’s real or personal property based merely on an allegation of underpayment of wages.
The New York City Council’s Committee on Civil Service and Labor has proposed a bill that would require New York City employers with five (5) or more employees to provide paid vacation time to their employees. Indeed, if passed, the bill would update New York City’s Earned Safe and Sick ...
The New York City Human Rights Law now prohibits employment-related discrimination and retaliation on the basis of an employee’s “sexual and reproductive health decisions.”
On April 9, 2019, the New York City Council overwhelmingly approved legislation that will prohibit employers from requiring prospective hires to submit to pre-employment testing for the presence of marijuana.
As expected, on March 7, 2019, the U.S. Department of Labor issued a Notice of Proposed Rulemaking which, if adopted, would raise the minimum salary thresholds for the FLSA’s “white collar” and “highly-compensated” exemptions.