Your source for the latest changes in employment law
Attention Employers with NYC Employees: New Temporary Schedule Change Law is in Effect and Includes a Mandatory Posting Requirement
Effective July 18, 2018, NYC’s new Temporary Schedule Change Law requires employers to provide temporary changes to eligible employees’ work schedules up to two (2) times each calendar year in order to accommodate an employee’s “personal event.”
Victory for Employers – Class Action Waivers No Longer Violate NLRA
In a 5-4 ruling, the Supreme Court held that arbitration agreements that prohibit class or collective actions do not violate an employee’s rights under the National Labor Relations Act (“NLRA”). 584 U.S. ___ (May 21, 2018).
NYC’S Amended Paid Sick Leave Law is in Effect: Are You Ready?
Effective May 5, 2018, New York City’s Earned Paid Sick Leave Law (also known as the NYC Paid Sick Leave Law) was amended in two significant ways; 1) Covered reasons for leave now include “safe” leave; and 2) Covered family members now include all individuals related “by blood to an employee” and individuals “whose close association to the employee is the equivalent of a family relationship.”
ATTENTION NEW JERSEY EMPLOYERS: New Jersey Passes Paid Sick Leave Law What Do Employers Need to Know?
On May 2, 2018, Governor Phil Murphy signed a mandatory paid sick leave law (“Paid Sick Leave Act” or the “Act”) passed by the New Jersey Legislature in April. The new Paid Sick Leave Act applies to most employees in the State of New Jersey and is set to take effect on October 29, 2018. Significantly, the Act prohibits towns and cities from enacting ordinances regarding earned sick time and preempts municipal ordinances currently in effect – a provision that should help simplify compliance efforts by New Jersey employers in this complicated area.
Governor Murphy Signs Equal Pay Legislation for New Jersey Employers
New Jersey Governor Phil Murphy signed into law comprehensive equal pay legislation amending the New Jersey Law Against Discrimination (the “NJLAD”), titled the Diane B. Allen Equal Pay Act (the “Act”). Effective July 1, 2018, the Act will make it unlawful for employers to discriminate against employees who are members of any protected class by paying them less compensation (including benefits) than those employees not in a protected class for “substantially similar” work when viewed as a composite of skill, effort and responsibility.
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