LEGAL EMPLOYMENT INFORMATION YOU CAN APPLY TO YOUR BUSINESS
New York law keeps changing rapidly, with new protections for freelancers, employees’ intellectual property, and sealing criminal records, plus rules on settlement agreements and enforcement of paid sick leave. New York and New Jersey employers also saw increases in minimum wage obligations, and changes at the federal level impact who is considered an “employer” and who an “employee,” and our Court Watch covers the Supreme Court’s ruling on whistleblowers and a district court decision on release of EEO-1 reports.
New NYC regulations on paid sick and safe time, a plethora of laws coming out of New York State, clarifying guidance from New Jersey, and a series of NLRB decisions that each overturn recent past precedent in ways that are more favorable for employees are among the key legal changes addressed in this quarter’s issue.
Major employment decisions from the Supreme Court lead the legal developments this past quarter, with an extra-long issue to capture wage law changes in New York, obligations related to employees who express breast milk at work, new categories of protected characteristics, guidance on AI hiring tools, EEOC guidance on diverse topics, new Connecticut laws and notable court decisions, and changes at the NLRB.
Covered in this issue are new protections of select non-exempt workers in New York and New Jersey, continued regulation of AI in hiring NYC employees, updates to New York’s model harassment prevention materials, new FMLA decisions from the US DOL, and court decisions on harassment, overtime liability, and military leave.
New York State has new laws on pay transparency, lactation accommodations, employee time off, new protected classes, workplace postings, warehouse workers and human trafficking. In addition to that whirlwind of new legislation, the federal government has expanded protections for pregnant and nursing employees throughout the country. New York City is still working to implement bias audits for automated hiring decisions and New Jersey is moving forward with mandatory severance for large-scale reductions in force, among other developments from the past quarter.