Takeaways

Sexual harassment prevention laws are again proliferating at the federal and New York State level, while federal agencies are enhancing enforcement of employee protections and New Jersey has added some new limits on employment at-will and enhanced employee privacy protections. Our quarterly pandemic response guide updates employers on mandates that have abated, new government guidance, and new compliance obligations.

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Featuring:
• NYS Governor acts swiftly on wide range of new employment laws;
• COVID-19 employer compliance – what to keep in mind now;
• Wage-related changes at federal, Connecticut, New Jersey, New York State and New York City levels; and more.

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Pressing concerns remain in complying with COVID-19 obligations, and we have a helpful table of current vaccination requirements impacting employers in the tri-state New York area.  Also covered are the latest tweaks that state legislatures and government agencies are making to the equal employment opportunity and wage and hour laws, and the Biden administration’s roll back of employment law changes to maximize employee protections.

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Summer 2021 has brought New York mandating employers plan for the next pandemic; New Jersey cracking down on wage law violations; and Connecticut passing four significant new employment mandates on cannabis use, nursing mothers, pay equity and voting, while employer obligations in response to COVID are now dictated at the federal level.

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New employment law developments from first quarter of 2021 covered in this issue include continuing legal changes related to COVID-19 protections, the legalization of recreational marijuana in New Jersey and New York, a $15 minimum wage for federal contractors, protections for employee hairstyles, and a spate of court decisions on pregnancy accommodation, medical marijuana, executive liability and arbitration.

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