Less than 60 days after it took effect, New York has amended its law restricting stay-or-pay contract provisions and delayed the effective date for a year.
Large employers in New York City will soon be required to submit pay and demographic information to the city, after the New York City Council voted to enact a pay data reporting law over a mayoral veto.
A federal district court has temporarily blocked the New York law allowing the state Public Employee Relations Board to assert jurisdiction over private-sector labor issues, preventing potential conflicts between federal and state-level decisions.
As a result of a recently passed bill aimed at improving pay equity and wage transparency, large employers in New York City may soon be required to submit pay and demographic information to the city.
New York has amended its Labor Relations Act to authorize the Public Employee Relations Board to assert jurisdiction over private-sector union elections and unfair labor practices charges.
Beginning in March 2025, New York employers with 10 or more retail employees will be required to take measures to prevent and prepare for workplace violence.
If signed into law, the Retail Worker Safety Act would require employers with 10 or more retail employees to adopt violence-prevention policies; establish violence-prevention training programs; and, in the case of large retailers, provide access to panic buttons.
News: A round-up of the comprehensive state coverage XpertHR offers to help New York employers ensure they are compliant with state HR and employment laws.