5 Big Legal Questions For New York Employers In October 2017 Horton

5 Big Legal Questions For New York Employers In October 2017 Horton October 2017 update: multiple senate attempts to repeal replace the affordable care act have come up short. most recently, on october 17, 2017, senators lamar alexander (r tenn.) and patty murray (d wash.) announced a bi partisan healthcare plan . Employers who participate in the shared work program still must consider related practical and legal ramifications. in some ways, reducing employee work hours can still have layoff like consequences. it could affect rights under insurance policies, severance policies, other employee benefit plans, employment contracts, and collective bargaining.

Overtime Exemptions For New York Employers Webinar Horton Law Pllc Starting october 31, 2017, employers in new york city cannot ask about or rely on salary history during the hiring process. the law is aimed at disrupting the cycle of wage inequality for women and people of color and encouraging employers to set. New york city employers still grapple with the earned sick time act’s (esta) requirements, which continue to be refined (and even expanded) by the department of consumer affairs (dca), most recently through amended rules effective march 4, 2016, and guidance in the form of faqs. Under new york state law, employees can be exempt from minimum wage and overtime requirements if: they receive a sufficient weekly salary*. *the weekly salary threshold now depends on geographic location within new york state. for more, see 2023 new york minimum wage. As provided by the nysdol in a recently published frequently asked questions section, employers must generally pay the applicable minimum wage rate based on where the employee performs his or her work, regardless of where the employer’s main office is located.

Professional Exemption A Quick Guide For New York Employers Under new york state law, employees can be exempt from minimum wage and overtime requirements if: they receive a sufficient weekly salary*. *the weekly salary threshold now depends on geographic location within new york state. for more, see 2023 new york minimum wage. As provided by the nysdol in a recently published frequently asked questions section, employers must generally pay the applicable minimum wage rate based on where the employee performs his or her work, regardless of where the employer’s main office is located. Effective october 31, 2017, it is illegal in nyc for employers to ask about your current or previous salary history during the hiring process, including in job advertisements and on. Beginning on october 31, 2017, new york city employers will be prohibited from making inquiries about the salary history of job applicants during the hiring process. the new legislation, which was signed into law by mayor bill de blasio on may 4, 2017 and amends the new york city human rights law, makes it an unlawful discriminatory practice. • questions about prior compensation and wage history. in 2017, both new york city and california enacted laws banning private employers from asking job candidates about their salary history. this legislation tracks laws already in place in delaware, oregon, and puerto rico, as well as laws in massachusetts and san francisco. New york governor andrew m. cuomo on august 12 signed into law new legislation expanding employee protections against discrimination and harassment. among the key provisions are a lower standard for proving harassment, mandatory awards of attorneys’ fees to claimants or plaintiffs who prevail, and restricted use of non disclosure agreements.