As employers will recall, earlier this year, New York City enacted a law requiring employers to include the minimum and maximum salary in job postings. This requirement goes into effect on November 1, 2022, so employers should begin preparing for compliance with the new law.
Read MoreAs employers will recall, earlier this year, New York City enacted a law requiring employers to include the minimum and maximum salary in job postings, effective November 1, 2022. Last week, the New York State Senate passed a bill that, if enacted, would impose similar obligations on New York State employers. The bill is currently awaiting the Governor’s signature.
Read MoreAs employers will recall, earlier this year, New York City enacted a law requiring employers to include the minimum and maximum salary in job postings, effective May 15, 2022. Last week, the NYC Council passed an amendment to the law. The amendment is currently awaiting the Mayor’s signature, but will likely be enacted.
Read MoreEffective January 1, 2023, employers in New York City who use machine learning, data analytics, and other artificial intelligence tools to make employment decisions will be subject to new audit and notice requirements. While Illinois and Maryland have enacted laws requiring applicant consent prior to using facial recognition software and artificial intelligence to analyze video interviews, the New York City law is the first of its kind to require that employers have their artificial intelligence tools audited.
Read MoreOn December 15, 2021, the New York City Council approved a bill that, if enacted, would require New York City employers to include the minimum and maximum salary in job postings. The Mayor has not yet signed the bill. This is the latest attempt by NYC to promote greater pay transparency and is part of a broader trend across the country of salary disclosure laws.
Read MoreIn addition to navigating compliance with the technical requirements of the federal and New York State Fair Credit Reporting Acts, New York City employers have long wrestled with state and city laws regulating the extent to which they can inquire about and consider the criminal history of their employees and job applicants. New York City recently enacted amendments to the NYC Fair Chance Act that will further restrict employers’ ability to consider the criminal history of applicants and employees when making employment decisions. This alert summarizes these new requirements, which will go into effect this summer.
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