New York Law Prohibits Access to Employee Social Media Accounts
New York Labor Law Amended to Ban Employers from Compelling Disclosure of Access Credentials
Following the lead of a number of other states that have put limits on employer access to applicant and employee social media activity, legislators have amended the New York Labor Law to prevent certain actions by employers regarding both job applicants and employees. The changes, which went into effect on March 12, 2024, apply to any employer who falls under the purview of the New York Labor Law, with limited exceptions, including fire and police departments, the department of corrections and community supervision agencies. The amendments apply specifically to social media accounts, which the act defines as “account(s) or profile(s) on an electronic medium where users may create, share, and view user-generated content.”
read moreNew York Extends Length of Time to File Unlawful Discrimination Claim
Workers Now Have Three Years to Seek Redress after Workplace Discrimination
In any legal matter, when you look to the courts for a remedy, you must comply with the statute of limitations, which identifies the length of time within which you must file your complaint with the court. If you fail to take action within that prescribed period, the chances are strong that you’ll be prohibited from any type of recovery. There are compelling reasons for this rule:
read moreThe New York Regulations Governing Minors and Work
Taking Care that You Follow New York Guidelines Regarding the Legal Age to Work
As an employer in New York, it’s essential that you keep an eye on certain issues, so that you don’t run afoul of workplace and labor laws, which can be costly. One of the most important can involve the age of your employees, particularly those who are minors.
read moreUnderstanding New York City’s Paid Safe and Sick Leave Act
The Responsibilities of Employers in NYC to Provide Paid Leave for Workers
In 2020, the New York state legislature passed a new law guaranteeing paid sick leave to qualified employees throughout the state. Later that year, New York City amended the Earned Safe and Sick Time Act (ESSTA) to ensure compliance with the state law. Here are the pertinent details of New York City’s paid safe and sick leave law:
read moreCommon Defenses to Overtime Disputes
The Arguments Employers Can Make to Refute Wage and Hour Claims
As an employer, you work hard to maintain a positive and harmonious work environment. Nonetheless, it’s not unusual to face allegations of federal labor or employment laws. One of the most common involved an employee’s right to overtime pay.
read moreNLRB Upholds Worker’s Right to Display “BLM” on Work Apron
Agency Says Home Depot Violated Federal Labor Law by Firing Employee
Pursuant to a ruling from the National Labor Relations Board, an employee’s right to “engage in concerted activities for mutual aid or protection” is protected under federal labor law.
read moreHow Avoiding Age Discrimination Can Be Good for the Workplace
Fair Treatment of Older Workers Can Improve Your Bottom Line
Older employees typically offer benefits to a company, but those benefits come at a cost. Most long-term employees have higher pay rates and they tend to have more health problems.
read moreNew York City Says Job Search Websites Violate Pay Transparency Laws
In 2022, New York City passed a law making it an “unlawful discriminatory practice” under the city’s Human Rights Law for employers to post or advertise any job or employment opportunity without including the expected salary range in the advertisement.
read moreThe Scope of Our Practice at the Law Offices of Stephen D. Hans & Associates
Employment Law Attorneys with More than Four Decades of Experience | Advocating for Owners and Management at Small and Mid-Sized Businesses throughout the New York City Metropolitan Area.
read moreEmployers in Non-Union Shops Can Still Face NLRA Scrutiny
National Labor Relations Act Applies to Both Union and Non-Union Shops
There’s a common misperception among employers the rules and regulations set forth in the National Labor Relations Act cover only companies that have union employees.
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