On April 6, 2023, the New York City Department of Consumer and Worker Protection (“DCWP”) issued a Final Rule to provide guidance regarding the City’s Automated Employment Decision Tool (“AEDT”) Law, which we covered in more detail here. The Final Rule generally clarifies employer obligations under the AEDT Law, which will be enforced beginning July 5, 2023. Click here for more information.
New York City’s Pay Transparency Law became effective on November 1, 2022. The Law amended the New York City Human Rights Law by prohibiting a covered employer from advertising a job, promotion or transfer opportunity without disclosing the job posting’s minimum and maximum salary range. If you have not already prepared for this new requirement, now is absolutely the time to get going. For New York State employers outside of New York City, there’s no time like the present to begin complying with the law’s requirements so that they can hit the ground running once New York State’s similar pay transparency is signed into law (which it will be) by Governor Hochul.
Read our recent Blog Post on Pay Transparency, which explains the City’s law’s requirements.
This past January, the NYC Council amended the New York City Human Rights Law requiring employers to post salary ranges for open job positions. We wrote about that law here and here. Other New York counties have passed similar legislation. Now, New York State is looking to do the same. If the amendment to the Labor Law is passed, all New York State employers with four or more employees will be required to post a range of compensation for job openings in advertisement. Senate Bill 9427A.
New York Employment Attorney Blog