Effective May 11, 2025, New York City employers will be required to post their lactation accommodation policy both physically in the workplace as well as electronically on the employer’s intranet (if they have one). Employers are also required to distribute their lactation accommodation policy to new employees upon commencement of employment.
Read MoreThe complex requirements employers must navigate to conduct background checks in New York recently expanded with new employer obligations and heightened notice requirements. The New York Clean Slate Act, effective November 16, 2024, prohibits consideration of sealed convictions in employment decisions and, importantly, requires employers to provide applicants and employees with notices related to criminal history information received by the employer.
Read MoreAs previously reported, effective January 1, 2025, New York employers will be required to provide employees with 20 hours of Paid Prenatal Personal Leave during any 52-week period. New York State has now released guidance for employers and employees, as well as FAQs, that employers should consult as they implement the new leave requirement.
Read MoreAs employers close out 2024 and prepare for 2025, they should be aware of forthcoming increases to the minimum salary thresholds that executive and administrative employees must be paid in order to maintain their exempt status, set to take effect January 1, 2025.
Read MoreOn November 13, 2024, in Amazon.com Services LLC, the National Labor Relations Board (the “NLRB”) overruled the longstanding case Babcock & Wilcox Co. to hold that employers violate the National Labor Relations Act (the “NLRA”) when they call “captive-audience meetings”—meetings employers require employees to attend at which the employer expresses views on unionization.
Read MoreJennifer Abruzzo, the General Counsel for the National Labor Relations Board has previously been vocal (including in prior guidance ) about her position that certain non-compete agreements may run afoul of the National Labor Relations Act. On October 7, 2024, GC Abruzzo issued Memorandum GC 25-01 reiterating her position and laying out the remedies she sees as appropriate when employers utilize such non-compete provisions. The GC also set forth her view on certain “stay-or-pay” provisions (e.g., educational repayment contracts, sign-on bonuses with repayment terms, etc.), which she largely believes infringe upon employees’ Section 7 rights to engage in protected concerted activity for their mutual aid or protection and violate the NLRA unless they are narrowly tailored.
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