Your source for the latest changes in employment law
Important Update to NYC Sexual Harassment Training Requirements for ALL Employers
As NFC previously reported, last year New York City enacted the “Stop Sexual Harassment in NYC Act” (the “Act”), which requires employers, among other things, to provide annual training on the protections against gender-based harassment. Recently, the New York City Commission on Human Rights (the “NYCCHR”) further revised its updated answers to Frequently Asked Questions about the training obligations under the Act.
Court Ruling Revives Pay Data Reporting Requirement
A federal court in Washington, D.C. ordered the Equal Employment Opportunity Commission (EEOC) to reinstate a rule it issued in 2016 that requires mid-size and large employers to report pay data to the federal government. The rule, which was scheduled to go into effect March 31, 2018, was yanked by the Trump Administration. However, a federal court Judge has ruled that the Trump Administration’s failure to implement the Obama-era rule was an unlawful administrative action.
The Deadline is Approaching: Now is the Time to Schedule New York Workplace Harassment Trainings
As NFC previously reported, last year, New York State and New York City each enacted legislation regarding sexual harassment in the workplace. Among other things, both laws require that covered employers provide anti-harassment training to their employees, and each law imposes its own set of content requirements for these trainings.
ATTENTION NJ EMPLOYERS: New Legislation Curtails Use of Arbitration Agreements and NDAs
On March 18, 2019, New Jersey passed aggressive legislation severely curtailing the use of arbitration agreements and non-disclosure agreements in connection with discrimination, retaliation or harassment claims under the New Jersey Law Against Discrimination (“LAD”).
U.S. Department of Labor Issues Proposed Rule that Would Qualify More Workers for Overtime
On March 7, 2019, the United States Department of Labor (“DOL”) announced a proposed rule that would increase the salary threshold for workers to qualify for an exemption to overtime under the Fair Labor Standards Act. If this proposed rule goes into effect, the DOL estimates that it would result in more than a million additional American workers becoming eligible for overtime.
Important Documents and Links
“It’s Not Always Clear What Constitutes Sexual Harassment. Use This Tool to Navigate the Gray Areas to Navigate the Gray Areas.” By Kathleen Kelley Reardon
“Protected Activity”Continues to Broaden Under SOX
State Mandated Paid Family Leave is On the Rise
Employer Common Concerns Questionnaire
Preparing for the Separation Agreement ‘Fire Drill’
Equal Pay for Equal Play: U.S. National Women’s Soccer Team’s Fight for Equal Pay Parallels Equal Pay Initiatives Across the Country