Recently NYC amended their human rights law to read that all NYC companies must engage in
"cooperative dialogue" with employees who request reasonable accommodation for time off.
NYCHRL has long required accommodation by employers to employees for many reasons (religious, disability, health or other) where it doesn't create a undue hardship.The real change is the way it's done. You must engage in good faith, upon final determination a written final determination must be done. No longer may you just talk it out, talk it out and write it up. This goes into effect Oct 15, 2018
Monday, April 16, 2018
Thursday, April 12, 2018
Ban the Box A/K/A Fair Chance Act
Washington state just become the next state to Ban the Box. Employers are now prohibited from asking employees if they were arrested or incarcerated during a job interview or before a job offer is extended.
Washington state joins NYC which issued this law in mid 2017 also known as fair chance act. Washington's law takes effect June 2018.
Only after an offer of employment is offered may the employer ask about incarceration and can only withdraw the offer if the crime has a direct relation to the job offered.
In the last decade about 30 states have laws banning these type questions on the books.
Washington state joins NYC which issued this law in mid 2017 also known as fair chance act. Washington's law takes effect June 2018.
Only after an offer of employment is offered may the employer ask about incarceration and can only withdraw the offer if the crime has a direct relation to the job offered.
In the last decade about 30 states have laws banning these type questions on the books.
Thursday, April 5, 2018
NYS Paid Family Leave Act (PFL)
Effective 1/1/2018 Paid family leave act goes into effect. Employees will now be allowed up to 8 weeks off and 50% salary going to 67% of salary for 12 weeks (in 2021).
Employees will be allowed off to care for a family member who has a serious health condition. Also may be used to bond with a child during the 12 months after the birth, adoption or fostering of a child. This program is funded solely from the employee thru a deduction similar to NYS disability, .0126% of an employee's wage to a maximum of $1.65 per week.
This insurance is mandatory for all employers for PT or FT workers.
Leave can also be used when a spouse, child, domestic partner or parent of employee goes on active military duty.
Employees are entitled to job protection and retaliation is forbidden.
Compliance with this program must be posted conspicuously.
Employees will be allowed off to care for a family member who has a serious health condition. Also may be used to bond with a child during the 12 months after the birth, adoption or fostering of a child. This program is funded solely from the employee thru a deduction similar to NYS disability, .0126% of an employee's wage to a maximum of $1.65 per week.
This insurance is mandatory for all employers for PT or FT workers.
Leave can also be used when a spouse, child, domestic partner or parent of employee goes on active military duty.
Employees are entitled to job protection and retaliation is forbidden.
Compliance with this program must be posted conspicuously.
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