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Amendment to NYC’s Salary Transparency Law Delays Effective Date and More

Amendment to NYC’s Salary Transparency Law Delays Effective Date and More

May 24, 2022 at 1:56 PM - employee policies,

On May 12, 2022, Mayor Eric Adams signed a bill (Int. 134-A) that amended New York City’s salary transparency law (which we previously wrote about here and here) by, among other things, pushing back the law’s original effective date until November 1, 2022.  

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NYC Commission on Human Rights Issues Guidance on Salary Transparency Law

NYC Commission on Human Rights Issues Guidance on Salary Transparency Law

April 4, 2022 at 10:27 AM - employment policies,

On March 22, 2022, the New York City Commission on Human Rights (NYCCHR) issued a fact sheet providing guidance on New York City’s newly enacted salary transparency law, which we reported on in February. The new law makes it an unlawful discriminatory practice for New York City employers with four or more employees (including independent contractors) to advertise a job, promotion or transfer opportunity for a position located within New York City without including a “good faith” minimum and maximum salary .

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New York City Pay Transparency Law Requires Disclosure of Salary Range in Job Advertisements

New York City Pay Transparency Law Requires Disclosure of Salary Range in Job Advertisements

February 3, 2022 at 11:40 AM - employment policies,

In an effort to achieve greater pay equity, New York City is following a growing legislative trend by enacting a new salary transparency law. Last December, the New York City Council passed a bill, amending the New York City Human Rights Law (NYCHRL) by requiring New York City employers to include minimum and maximum salary information in job postings for positions located within New York City. The bill lapsed into law on January 15, 2022 and goes into effect on May 15, 2022.

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New York State Requires Notice of Electronic Monitoring

New York State Requires Notice of Electronic Monitoring

December 7, 2021 at 12:50 PM - Employment Law,

Last month, New York Governor Hochul signed into law a bill that will require employers to notify new employees of electronic monitoring of telephone, email and internet access and usage, and to obtain their written acknowledgement of the notice. This new law (the “Act”), which goes into effect on May 7, 2022, applies to all private employers, regardless of size, with a place of business in New York State.

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Connecticut Prohibits Age Inquiries on Initial Employment Application

Connecticut Prohibits Age Inquiries on Initial Employment Application

August 4, 2021 at 10:40 AM - age discrimination,

On June 24, 2021, Connecticut Governor Ned Lamont signed into law Public Act 21-69, “An Act Deterring Age Discrimination in Employment Applications.” The new law, which goes into effect on October 1, 2021, amends Connecticut’s Fair Employment Practices Act to prohibit employers from inquiring about the ages of applicants “on an initial employment application.”

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Connecticut Amends Its Pay Equity Laws, Requiring Wage Range Disclosure and More

Connecticut Amends Its Pay Equity Laws, Requiring Wage Range Disclosure and More

June 29, 2021 at 10:57 AM - employment policies,

Recently, Connecticut Governor Ned Lamont signed into law House Bill No. 6380, “An Act Concerning the Disclosure of Salary Range for a Vacant Position,” (the Act). The Act amends the state’s current pay equity laws by requiring Connecticut employers to disclose the wage range of vacant positions to applicants and current employees and by modifying the prohibition against sex-based compensation discrimination. The Act goes into effect on October 1, 2021.

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Connecticut Follows Trend in Banning Hair Discrimination in the Workplace

Connecticut Follows Trend in Banning Hair Discrimination in the Workplace

April 16, 2021 at 12:55 PM - employee policies,

On March 4, 2021, Connecticut Governor Ned Lamont signed into law House Bill No. 6515, which prohibits discrimination on the basis of ethnic hairstyles historically associated with race. Known as the CROWN Act (which stands for Creating a Respectful and Open World for Natural Hair), the law amends Connecticut’s anti-discrimination law to define race as “inclusive of ethic traits historically associated with race, including but not limited to, hair texture and protective hairstyles.” Under the new law, "protective hairstyles" include "wigs, headwraps and hairstyles, such as individual braids, cornrows, locs, twists, Bantu knots, afros and afro puffs." 

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