![]() ![]() The uptick in pay transparency laws across the US In addition, the NYCCHR is authorized to promulgate rules to implement the new bill, so employers should also keep an eye out for the anticipated rules as well. Employers should keep an eye out for an updated Fact Sheet addressing the amended law. The New York City Commission on Human Rights (NYCCHR) released a Fact Sheet in March providing details on employers’ obligations under the law. ![]() Provides that there is no monetary penalty for the first violation of the law, and that employers will have 30 days to correct the violation.Limits lawsuits based on the law to lawsuits brought by individuals who are current employees bringing an action against their employer for advertising a job, promotion or transfer without posting a minimum and maximum hourly wage or annual salary.Applies to employees who are paid hourly or through an annual salary.Does not apply to positions that cannot or will not be performed in New York City.As long as one of the employees works in New York City, the workplace is covered. ![]() The four employees do not need to work in the same location, and they do not need to all work in New York City. Owners and individual employers count towards the four employees.
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