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1 month ago | 
jdsupra.com | Amanda Gomez |Roy Salins
New York employers should be aware of the potential need for changes to their separation agreements that would require consideration and revocation periods for all employees, regardless of age. The New York State Senate passed the No Severance Ultimatums Act (the "Act") on March 4, 2025.
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2 months ago | 
jdsupra.com | Amanda Gomez |Roy Salins
Key differences between city and state law, and other takeaways for employersNew York City employers will be required to physically and electronically post a copy of their written lactation accommodation policy beginning May 8, 2025. This includes a requirement to post the policy in an area accessible to employees and electronically on the employer's intranet, if one exists.
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Dec 13, 2024 | 
jdsupra.com | Roy Salins
State releases FAQs providing guidance on new requirements for employers with pregnant employeesNew York employers have been given important guidance on complying with the new paid prenatal leave requirement in New York state, which is effective January 1, 2025. As described in our previous advisory, all private employers in New York will be required to provide pregnant employees with 20 hours of paid prenatal leave per 52-week period.
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Dec 5, 2024 | 
jdsupra.com | Amanda Gomez |Roy Salins
Summarizing key changes: wage increases, COVID sick leave, family leave, prenatal leave, retail workplace safety, criminal background checksEmployers should prepare themselves for the multitude of employment laws slated to become effective in 2025. We summarize some of the key changes and offer practical advice below.
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Nov 21, 2024 | 
jdsupra.com | Amanda Gomez |Roy Salins
Act creates new rules regarding criminal background checksThe New York State Clean Slate Act (the "Act") went into effect Saturday, November 16, 2024, bringing with it new obligations for New York employers who rely on criminal background checks. Under the Act, certain criminal convictions will be automatically sealed after specified periods of time.
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Sep 12, 2024 | 
jdsupra.com | Amanda Gomez |Roy Salins
Retail employers in New York state will be required to issue workplace violence prevention policies and conduct annual workplace violence prevention training beginning March 3, 2025, under the New York Retail Safety Act signed by Governor Hochul on September 4, 2024. Larger retailers with 500+ retail employees will also be required to install panic buttons throughout their stores or on equipment provided by the employer to its retail employees effective January 1, 2027.
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Aug 22, 2024 | 
jdsupra.com | Jeremy Ben Merkelson |Michael Rella |Roy Salins
Federal judge in Texas invalidates the rule on a nationwide basis, concluding it exceeded the FTC's authority, just weeks before it was to take effectIn one of the most highly anticipated court rulings of the summer, on August 20, 2024, the U.S. District Court for the Northern District of Texas concluded that the FTC's Non-Compete Rule,[1] which makes most non-compete agreements unenforceable, (i) is in excess of the FTC's statutory authority; and (ii) is arbitrary and capricious.
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Jul 5, 2024 | 
jdsupra.com | Jeremy Ben Merkelson |Michael Rella |Roy Salins
The FTC's rule invalidating most non-competition clauses in the United States would have gone into effect on September 4, 2024; now the FTC's rule is on indefinite hold as this court decision winds its way through the appeals process likely into 2025Much ink has been spilled since the U.S. Federal Trade Commission ("FTC") issued its final rule banning most "non-competition" agreements between U.S. employers and workers.
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May 9, 2024 | 
jdsupra.com | Jeremy Ben Merkelson |Michael Rella |Roy Salins
The final rule, which already faces significant court challenges, takes a big swing to invalidate most non-competition clauses in the United States; employers have until September 4, 2024, to comply, barring any court action stopping the ruleUpdate: The FTC published the Final Non-Compete Clause Rule on May 7, 2024, with an effective date of September 4, 2024. We have updated this advisory, originally published April 23, 2024, after the vote to approve the final rule.
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May 1, 2024 | 
jdsupra.com | Amanda Gomez |Roy Salins
The paid prenatal leave is separate from an employee's paid sick and safe leaveNew York employers will soon be required to provide two new paid benefits to their employees. Pursuant to the recently passed New York state budget, New York employers will be required to provide: (i) additional paid leave to employees for healthcare appointments related to prenatal care; and (ii) paid break time to employees to express milk.
