Quarterly News Alert, Serving Employers in NY, NJ and CT
New Jersey has rapidly adopted more employee-friendly laws related to leaves of absence, legal remedies for claims of harassment, discrimination and retaliation, and the minimum wage. In New York City, there is new guidance on the mandatory sexual harassment training, and on gender and race discrimination and lactation accommodations. Westchester County is continuing to enhance employee protections, and recent court decisions address wage payments, disability-based harassment, and employee privacy.
In response to continued expansion of sick leave laws, this issue includes an In-Depth Analysis of the Connecticut, New York City, Westchester County (yes, it’s new), and New Jersey laws as a reference for employers formulating compliant policies and procedures. Also covered in this issue are further New York City protections for employees, including expanded lactation room and policy requirements, as well as changes in New York State and Connecticut law, the Supreme Court’s recent decision on the ADEA, and New Jersey court decisions on medical marijuana and arbitration agreements.
NYS employers must now comply with sexual harassment prevention policy and training mandates, following the state’s release of guidance and model documents; employers face new or updated postings and notices, and court decisions address issues with gig economy workers, damage waiver clauses and medical marijuana usage.
NYC responds to #MeToo with new employer mandates, NJ finally passes state-wide Sick and Safe Leave, Connecticut and Westchester County preclude pay history inquiries, the NLRB offers relief on employee handbook policies, and the U.S. Supreme Court speaks to class action waivers and FLSA exemptions.
NYS mandates annual sexual harassment prevention training and updated policies, imposes new employer obligations to prevent harassment of non-employees; NYC adds procedural requirements for employers with regard to employee schedule change and accommodation requests; NJ requires accommodations for nursing mothers and expands equal pay protections; U.S. Supreme Court denies Dodd-Frank whistleblower protection to those who complaint internally; and the Second Circuit holds that sexual orientation is a form of sex discrimination under Title VII.