Ensure that you have conducted mandatory “interactive” sexual harassment training for all employees by October 9, 2019.
Ensure that you have a compliant New York sexual harassment policy. Confirm that you are posting the required Stop Sexual Harassment Notice and distributing the required Stop Sexual Harassment Fact Sheet under New York City law to new hires.
Ensure that your pay practices are aligned with New York’s new and expansive pay equity law, effective October 8, 2019. For more information, click hereto read our firm’s prior e-alert.
Review your hiring practices to ensure compliance with New York’s new salary history ban, effective January 6, 2020. For more information, click here to read our firm’s prior e-alert.
Ensure that your dress/grooming policy complies with New York City’s ban on hair style discrimination.
Ensure that you have a lactation room and policy that comply with New York City’s requirements.
Ensure that non-disclosure provisions in settlement and separation agreements comply with the requirements under New York law. For more information, click here to read our firm’s prior e-alert.
For businesses of 100 or more employees, ensure that you have filed required EEOC pay data reports by September 30, 2019.
New Jersey employers:
Ensure that your family leave policies are current in light of recent changes in the law. For more information, click here to read our firm’s prior e-alert.
Ensure that your paid sick leave policies are in place since last fall’s New Jersey Earned Sick Leave law went into effect.
Ensure that you are not taking any adverse employment action (including failing to hire) based solely on an individual’s status as a medical cannabis patient registered with the Cannabis Regulatory Commission. For more information, click here to read our firm’s prior e-alert.
Review your hiring practices to ensure compliance with New Jersey’s salary history ban, effective January 25, 2020. For more information, click here to read our firm’s prior e-alert.
Ensure that you review your wage and hour practices since New Jersey has recently increased penalties for wage and hour violations. In addition, confirm that you are meeting the new minimum wage requirements.
Ensure that non-disclosure provisions in settlement and separation agreements comply with the requirements of New Jersey’s S121. For more information, click here to read our firm’s prior e-alert.
For businesses of 100 or more employees, ensure that you have filed required EEOC pay data reports by September 30, 2019.
CLICK HERE for assistance with drafting or revising sexual harassment policies or to schedule a New York compliant training.
Employment Law Solutions That Work.
This publication/newsletter is for informational purposes only and does not contain or convey legal advice regarding any specific situation. This material may also be considered attorney advertising under court rules of certain jurisdictions.
