Effective January 1, 2020, it will be unlawful for Nevada employers to reject job applicants on the basis of a positive test for cannabis use. This follows a ballot initiative which made recreational marijuana use legal in...more
New York City recently joined Maine and the District of Columbia in passing legislation banning most employers from requiring applicants to submit to a pre-employment test for cannabis. The City Council passed the bill in...more
As discussed in our prior client advisories, New York City’s Stop Sexual Harassment in NYC Act (the “Act”) requires employers with fifteen or more employees to conduct annual sexual harassment training, effective as of April...more
The New York City Commission of Human Rights (the “Commission”) recently issued a set of Frequently Asked Questions (the “FAQs”) setting forth its enforcement guidance on employers’ obligations under the Stop Sexual...more
The New York Governor’s office has published on its website translations in seven languages of documents related to recent anti-harassment legislation....more
On October 1, 2018, the New York Governor’s office released updated (and, in some cases, new) materials and guidance addressing employers’ obligations under the New York State law designed to prevent sexual harassment in the...more
In January 2018, the New York City Council amended the New York City Human Rights Law (“NYCHRL”) to address employers’ responses to employee requests for accommodations in connection with their disability, religion,...more
With the recent passage of anti-harassment legislation at the state and city level, New York employers face a series of deadlines for compliance in 2018 and 2019. This advisory presents a timeline of significant dates and...more
We recently issued a client alert warning about proposed legislation pending in New York State and City that would place specific requirements on employers as to how to address, resolve and prevent claims of workplace sex...more
In the wake of national media coverage of sexual harassment claims and the #metoo movement, New York State and City lawmakers have proposed legislation placing more obligations on employers to address sexual harassment in the...more
The United States Department of Labor (the “USDOL”) has revised its Fact Sheet #71 guidance on unpaid internship programs at “for-profit” businesses (the “Guidance”). That Guidance is consistent with rulings by a majority of...more
As described in our previous advisories, New York City recently amended its Human Rights Law (the “NYCHRL”) to prohibit inquiries into applicants’ salary histories during the hiring process (the “Amendments”), effective...more
Earlier this year, the New York City Commission on Human Rights (the “Commission,” or “NYCCHR”) promulgated a set of rules (the “Rules,” available here) relating to employers’ duties under the Fair Chance Act (the “FCA,” or...more
On May 1, 2017, the New York City Department of Consumer Affairs (the “DCA”) promulgated rules which purport to “clarify” the Freelance Isn’t Free Act (the “Act”). Those rules impose more extensive limitations on businesses...more
Newly enacted amendments to the New York City Human Rights Law (the “Amendments”) with an effective date of October 31, 2017 will, under most circumstances, prohibit inquiry into a job applicant’s pay history. As of October...more
Late last year, we issued a client alert concerning the Freelance Isn’t Free Act (the “Act”), an ordinance which requires all agreements with freelancers operating in New York City with a value of $800 or more to be in...more
The New York State Industrial Board of Appeals (the “IBA” or the “Board”) invalidated regulations scheduled to take effect on March 7, 2017, that would have enhanced the notice and authorization requirements for employers...more
New York City has adopted a novel ordinance, known as the Freelance Isn’t Free Act (the “Act”), requiring employers and individual independent contractors (a/k/a freelancers) to reduce to writing any single agreement with a...more
On Oct. 27, 2015, the new NYC Fair Chance Act ( “FCA”), recently signed into law by Mayor Bill de Blasio, takes effect. The FCA prohibits most New York City employers from making inquiries into an applicant’s criminal...more
7/14/2015
/ Background Checks ,
Ban the Box ,
Criminal Background Checks ,
Criminal Records ,
Department of Corrections ,
Employment Discrimination ,
Exemptions ,
Fair Chance Act ,
Financial Industry Regulatory Authority (FINRA) ,
Firemen ,
Hiring & Firing ,
Police ,
Securities and Exchange Commission (SEC)
On May 6, 2015, New York City Mayor Bill de Blasio signed into law a bill amending the city’s Human Rights Law to prohibit employers from using an individual’s credit history to make employment decisions. The law will become...more
On April 16, 2015, the New York City Council voted overwhelmingly to amend the city’s Human Rights Law to prohibit employers from using an individual’s consumer credit history to make employment decisions. While the bill...more