Earlier this year, Governor Kathy Hochul signed into law S.812B/A.2035B, which amended the New York State Human Rights Law to require the establishment of a state-wide, toll-free, confidential hotline for complaints of workplace sexual harassment.
On June 3, 2022, the New York State Legislature passed Senate Bill 9427, which if enacted would require employers to include a salary range and position description in each job advertisement.
Four months ago, New York City became the second jurisdiction in the country to require employers to include the minimum and maximum potential salaries for open positions in job postings.
The New York City Commission on Human Rights (NYCCHR) has published a fact sheet providing guidance on the heavily anticipated salary transparency law, which will take effect on May 15, 2022.
New York City marked the end of 2021 by enacting a law that will make it challenging, if not infeasible, to use a broad swath of algorithmic, computerized tools to review, select, rank or eliminate candidates for employment or promotion.
A female applicant applies for a job that was widely advertised. During her interview she insists on being paid $100,000. The employer agrees, although it employs a male doing substantially similar work for $125,000. Does this violate the EPA?
A recent trial court decision offers some encouragement for certain businesses facing the ongoing wave of litigation in which plaintiffs are asserting website accessibility claims under Title III of the ADA.
