I am sure that you have seen from multiple sources that New York State has recently updated its sexual harassment laws. Among other things, effective October 9, 2018 all employers in New York State must
New York Federal Judge Expands Accessibility to the Families First Coronavirus Response Act by Striking Certain DOL Final Regulations
DFS Pursuing First Enforcement Action After Fortune 500 Company Ignores Warnings of Security Shortcomings
On October 16, 2018 the Securities and Exchange Commission (“SEC”) issued an investigative report following investigations of nine public issuers who were victims of cyber fraud.
Effective October 15, 2018, New York City employers with four or more employees will be required to engage in a “cooperative dialogue” in response to employee accommodation requests for the following: disability-related accommodations; religious accommodations; accommodations related to pregnancy, childbirth or a related medical condition; and for the needs of a victim of domestic violence, sex offenses or stalking.
With Election Day around the corner, this is a question on many employers’ minds. Under the Voting Leave Law, found in Section 3-110 of New York’s Election Law, an employer must grant an employee paid time off if the employee does not have “sufficient time” to vote outside of his or her working hours.
As discussed in our previous post, on April 12, 2018, Governor Andrew Cuomo signed into law the New York State Budget Bill which included “the nation’s most aggressive anti-sexual harassment agenda.” The draft guidance issued by the State on August 23, 2018 provided several significant policy and training requirements to address workplace sexual harassment. Yesterday, the Governor announced the release of the finalized materials and guidance after an active public comment period and some noteworthy adjustments were made to the draft guidance.