New York Employers, Take Note! Two New Laws Effective in May

Mara B. Levin, Stephen E. Tisman, Anthony A. Mingione, and William J. Anthony

New York businesses face not one, but two new laws which significantly impact employers and take effect next month. The first requires employers in New York City to provide salary ranges when advertising employment opportunities (effective May 15, 2022). The second mandates that New York employers provide prior notice and posting if they intend to monitor employee telephone, e-mail, or Internet usage (effective May 7, 2022). Read below for important summaries of the new laws and their impact on your business.

Show Me the Money: NYC Employers Must Provide Salary Information When Advertising for Jobs, Promotions, and Transfers

Employers in New York City will soon be required to provide minimum and maximum salary ranges when advertising employment opportunities. The relevant law (Int. 1208-2018) amends the New York City Human Rights Law (“NYCHRL”) and becomes effective May 15, 2022.

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Phone-Tapping Your Troubles Away: Prior Notice Required for Monitoring Employee Communications

recent amendment to the New York Civil Rights Law mandates that employers with places of business in the State must provide prior notice concerning the monitoring of employee telephone, e-mail, or Internet usage. This amendment is effective May 7, 2022.

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To read the full client alert, please visit our website

For more information or assistance with either or both New York laws, contact New York-based labor and employment partners Mara LevinStephen TismanAnthony Mingione, or William Anthony, or a member of Blank Rome’s Labor & Employment practice group.*

*We thank Amelia Clegg for her writing assistance with this alert.

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