This week, we’re breaking down recent local- and state-level developments impacting compliance for employers.
NYC’s Pay Transparency Law Expected to Be Delayed
If signed by Mayor Eric Adams, New York City’s pay transparency law will be delayed until November. Last Thursday, the New York City Council agreed to several amendments to the controversial Local Law 32, which requires a minimum and maximum salary for each job posting. For more, visit the link See more +
This week, we’re breaking down recent local- and state-level developments impacting compliance for employers.
NYC’s Pay Transparency Law Expected to Be Delayed
If signed by Mayor Eric Adams, New York City’s pay transparency law will be delayed until November. Last Thursday, the New York City Council agreed to several amendments to the controversial Local Law 32, which requires a minimum and maximum salary for each job posting. For more, visit the link below.
Meanwhile, May 7 remains the effective date for New York state’s electronic monitoring regulations. To learn more about how to comply, visit the link below.
Florida Restricts Workplace Diversity Training
Effective July 1, Florida employers with at least 15 employees are prohibited from requiring training that “espouses or promotes” ideas about systemic racism or implicit bias. Discussion of these ideas is allowed, but there can be no endorsement of them.
Cal/OSHA Renews COVID-19 ETS
The California Division of Occupational Safety and Health (Cal/OSHA) has approved the third and final renewal of the state’s COVID-19 emergency temporary standard, effective through the end of the year. This allows Cal/OSHA additional time to adopt a permanent standard, which will likely take effect in January 2023.
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