Employers covered by the New York City Human Rights Law (HRL) must engage in a “cooperative dialogue” with persons who may be entitled to reasonable accommodations under the HRL.

Starting on July 18, 2018, New York City employers will be required to provide temporary schedule changes to employees for “personal events.”

New York City has agreed to a temporary stay of enforcement of the deduction portion of the Fair Workweek Law.

The New York City Department of Consumer Affairs has released the “Fair Workweek Rules" and has issued required employee notices, overviews, and Frequently-Asked-Questions.

As you are likely aware from previous communications, the New York Paid Family Leave Benefits Law is set to take effect January 1, 2018.  As service to you, we have prepared an Employer Toolkit, which summarizes key provisions of the law and regulations and provides an overview of the claims process and sample employee communications. It is designed to get you quickly up to speed on your compliance obligations and how ADP Resource assists you in complying with those obligations.  

The New York State Department of Labor recently amended its Minimum Wage Order for Miscellaneous Industries and Occupations to state that bona fide meal periods and sleep times may be excluded from hours worked by home care aides who work a shift of 24 hours or more consistent with federal Fair Labor Standards Act regulations.

The New York City Commission on Human Rights recently released an Employer Fact Sheet and a Job Applicant Fact Sheet to assist employers and employees with understanding the law prohibiting employers from inquiring or relying on a job applicant’s salary history when making hiring decisions. The new law takes effect on October 31, 2017. 

Employers with employees working in New York, Hawaii or Oregon must display their employee’s basis of pay on employee pay statements.

The New York City Council passed the “Fair Workplace” legislative package, which regulates scheduling for fast food and retail employees.  Comprised of multiple separate bills, the legislation acts mostly to restrict fast food and retail employers’ ability to create and modify employee schedules. It also imposes penalties for employer violations, and requires fast food employers to pay specified premiums for scheduling variations that are made outside a delineated time frame.  

The New York Paid Family Leave Benefits Law ("PFL") is set to take effect January 1, 2018.  It will provide eligible employees up to 12 weeks of paid family leave to (1) care for a family member with a serious health condition, (2) bond with a child during the first twelve months after the child’s birth, adoption, or placement in foster care, or (3) attend to a “qualifying exigency.”  Leave will be funded through deductions taken from the pay of full-time and part-time employees.