En employer which is new to New York State should be cognizant of New York City’s increasing focus on family leave and pre-employment processes. Among other things, New York City has in recent years enacted:
- New York’s Paid Family Leave Law, which became effective on January 1 2018 and requires that employers provide employees with required minimum leave. It further provides that employees will receive certain minimum compensation during such leave—with both the amount of leave and the compensation paid during such leave increasing each year throughout 2021;
- “Ban the box” legislation prohibiting employers from asking job applicants about criminal convictions before making a conditional offer of employment;
- the Stop Credit Discrimination in Employment Act, which makes it an unlawful discriminatory practice for an employer to use or request an employee’s or applicant’s consumer credit history, except in certain enumerated circumstances;
- the Salary History Law, an amendment to the New York City Human Rights Law, which prohibits most public and private employers of any size from inquiring about a job applicant’s salary history during the hiring process, either orally or in writing (eg, through job applications); and
- one of the nation’s most far-reaching laws prohibiting discrimination against candidates for employment based on their status as unemployed.
No comments:
Post a Comment