New York City Requirements

The New York City Commission on Human Rights (the “Commission”) recently issued a notice and information sheet that all New York City employers are required to post and provide to new employees by September 6, 2018.

As previously blogged, on May 9, 2018, Mayor Bill de Blasio signed the Stop Sexual Harassment in NYC Act (the “Act”) in an effort to combat and prevent sexual harassment in the workplace. The Act applies to all New York City employers (regardless of size) with regard to discrimination claims arising out of gender-based harassment.  Several significant components of the Act include:

  • Beginning April 1, 2019, employers with 15 or more employees in New York City must conduct annual sexual harassment training for all employees and within 90 days of an employee’s hire;
  • Extending the statute of limitations for filing complaints of gender-based harassment with the Commission from 1 year to 3 years; and
  • Requiring all employers to post an anti-sexual harassment rights and responsibilities notice and also to distribute an information sheet to new employees on sexual harassment.

With regard to the new training requirement, the Commission will create an online module that employers may use at no charge to comply with the Act.  It is unclear when this module will be ready.

Pursuant to the above, the Commission issued the mandatory posting notice, which all employers must conspicuously display. The Act requires employers to display the notice in both English and Spanish, but only the English version of the notice has been published by the Commission.  The Spanish version of the notice is forthcoming.

Further, the Commission released the informational fact sheet that must be distributed to employees at the time of hire.  To comply with this requirement, employers may either provide this information sheet to new employees as a separate document or incorporate it into an employee handbook.

In light of the above, New York City employers should ensure to post the notice and also be prepared to distribute the fact sheet to all new hires before the September 6, 2018 deadline.  Employers should also be prepared to implement an anti-sexual harassment training program by April 1, 2019.

New York State Law

Finally, all New York employers should also keep in mind the new legal obligations arising from the New York State Budget.  Last April, Governor Andrew Cuomo signed into law the New York State Budget containing several bills designed to prevent sexual harassment in the workplace.  To date, New York employers are now prohibited from using nondisclosure clauses relating to claims of sexual harassment in settlements or other agreements (unless the plaintiff/complainant prefers to include such a provision) and may not require employees to submit sexual harassment claims to mandatory arbitration.  Notably, all New York employers must adopt a written anti-sexual harassment policy by October 9, 2018. On that same date, employers must also begin conducting annual interactive sexual harassment training.

The New York Department of Labor and Division of Human Rights will issue a model sexual harassment prevention policy and model sexual harassment prevention training program that employers may choose to adopt.  Alternatively, employers can create their own policy and training program, which must equal or exceed the State’s requirements.  At a minimum, the policy must: (1) prohibit sexual harassment and provide examples of prohibited conduct; (2) provide that sexual harassment is a form of employee misconduct and individuals engaging in sexual harassment and supervisory personnel who knowingly allow such behavior will be disciplined; (3) include information regarding federal and state laws on sexual harassment and remedies available to victims; (4) include a model complaint form; and (5) inform employees of forums where disputes can be adjudicated and the available remedies.  The sexual harassment training must, at the very least, cover: (1) an explanation of sexual harassment and examples of prohibited conduct; (2) federal and state laws regarding sexual harassment and the remedies available to victims; (3) supervisor conduct and their added responsibilities; and (4) employees’ rights and the various forums available for adjudicating complaints.

Employers should consult with counsel regarding the new employer obligations under the Act and the New York State Budget to ensure compliance with both laws.  Now more than ever, it is imperative for employers to have comprehensive written anti-sexual harassment policies and robust training programs.

Recently, the New York City Department of Consumer Affairs (“DCA”) issued regulations regarding the New York City Temporary Schedule Change Law (the “NYC Schedule Change Law”), which went into effect on July 18, 2018.  Under this new law, employers are required to provide eligible employees with up to two (2) temporary schedule changes per calendar year for certain “personal events.”

Eligible Employees and Types of Permissible Schedule Changes

New York City employers are now required to allow employees who work at least 80 hours in a calendar year and have been employed for at least 120 days, the ability to make two (2) temporary schedule changes per year.  Specifically, employers must provide employees with two (2) changes to their schedules of up to one business day each or one two-day schedule change during the calendar year.  These schedule changes include, but are not limited to, swapping shifts with another employee, working remotely, using unpaid and/or paid time off, change in work location, or altering scheduled work hours.  Employers may deny a request for a temporary schedule change only if the employee has already exhausted his/her two (2) requests provided by the law or if an exemption applies.

Qualifying “Personal Events”

Employees may request temporary schedule changes for the following reasons:

  • To provide care to a minor child (up to eighteen (18) years old) or to a disabled person living in the employee’s home who is dependent upon the employee for care;
  • To attend a legal proceeding or hearing for subsistence benefits; or
  • For any circumstance that constitutes a basis to take earned sick time under the New York City Earned Sick and Safe Time Act (“NYC Sick and Safe Time Act”).

Notably, employees are not required to first use their earned paid time off under the NYC Sick and Safe Time Act before requesting schedule changes.  In addition, time provided under the NYC Sick and Safe Time Act does not satisfy the employer requirements under the NYC Schedule Change Law.

Employer Notice Requirements

Pursuant to the recent regulations, employers must immediately post the DCA’s notice, which is available here.  The notice should be posted in an easily noticeable area and in both English and the primary language of at least five percent (5%) of the employees at a workplace.  Further, employers must maintain records of their compliance with this law for three (3) years.

Employers are prohibited from retaliating against any employee who exercises his/her rights under the NYC Schedule Change Law.

Employers should consult with an attorney regarding the specific request procedure for temporary schedule changes, the exemptions available under the NYC Schedule Change Law, and how the law interacts with the NYC Sick and Safe Time Act.

When the Americans with Disabilities Act—the ADA—became  law in 1990, websites, which are so common a part of business and life these days, did not exist.   Nearly 30 years later, websites are now the driving force behind what is the most dramatic new and growing trend for lawsuits under the ADA, namely claims against owners and operators of websites.  The gist of these claims is that the websites are not properly accessible to those who are visually impaired or legally blind.

The number of ADA lawsuits has increased significantly in the last four years.  In 2017 alone over 7,600 lawsuits were filed as compared to a little over 2,700 such lawsuits in 2013, an increase of nearly 65%.  ADA lawsuits continue on the rise in 2018 with website accessibility cases accounting for the increase.  Florida and California, in particular, are two states where large numbers of lawsuits have been and are being filed.

Since website accessibility cases are not, in all likelihood, going away anytime soon, a question to ask is what is the owner and operator of a website, an owner and operator who desires to be proactive in preventing such lawsuits, to do?  Are there any regulations or guidelines in effect that can be followed or implemented earlier rather than later so that such an owner or operator can prevent rather than defend a lawsuit?

Unfortunately, there are no regulations in effect that can provide guidance or direction to owners and operators of websites.   The federal government has not communicated any desire to intervene on the issue.  Indeed, the Department of Justice has abandoned rulemaking on website accessibility cases even though it had indicated, years earlier, that it would issue regulations.   Those regulations presumably would and could provide a roadmap that owners and operators of websites currently do not have.

The only real direction that exists for owners and operations of websites at the present time comes in the form of guidelines published by the World Wide Web Consortium–or W3C—a private group of experts.    These guidelines are the Web Content Accessibility Guidelines (WCAG).  The WCAG Guidelines 2.0 were the guidelines specifically referenced by the United States District Court for the Southern District of Florida,  a little over a year ago, in the case of Gil v. Winn-Dixie Stores, Inc., where Winn-Dixie’s website was found to have violated the rights of a visually-impaired plaintiff under the ADA.

Earlier this month, the W3C updated the WCAG Guidelines 2.0.  The updated guidelines are known at the Web Accessibility Guidelines Level 2.1.   These, however, are simply guidelines; they are not regulations and they are not law.  For there to be clear, unequivocal direction to owners and operators of websites, equally clear and unequivocal law, in the form of regulations, is what is necessary.

On Monday, May 21, 2018, the U.S. Supreme Court issued what is widely regarded as the most important decision for U.S. employers this year.  In a 5-4 decision, in Epic Systems Corporation v. Lewis (and two other related matters), Justice Neil Gorsuch, writing for the majority, held that workplace employment agreements that bar employees from participating in class and collective action litigation against their employers do not violate federal labor laws.  In so holding, the Court rejected the position of the National Labor Relations Board (“NLRB”) and other courts that such agreements violate the National Labor Relations Act’s (“NLRA”) protection of employees’ Section 7 rights to engage in “concerted activity.”

“The policy may be debatable but the law is clear:  Congress has instructed that arbitration agreements . . . must be enforced as written” wrote Justice Gorsuch, who went on to state that the Supreme Court was compelled to abide by “a congressional command requiring us to enforce, not override, the terms of the arbitration agreements before us.”  Citing the Federal Arbitration Act’s (“FAA”) “emphatic directions” that require courts to enforce arbitration agreements, the Court overturned NLRB and multiple courts’ decisions that found class and collective action waivers inequitable, and held that only employment agreements procured by fraud, duress, and unconscionability will not be enforced.

Leading up to the Epic Systems decision, the NLRB originally held in 2012, in D.R. Horton, Inc., that arbitration programs that include class and collective action waivers ran afoul of the NLRA,  which nullified the FAA’s policy favoring arbitration agreements. Numerous courts around the country have followed the NLRB including the Sixth, Seventh and Ninth Circuits, while others including the Second, Fifth and Eighth Circuits, have not so held.  Epic Systems now resolves this Circuit split.

Importantly, the Court also held that a state law attempting to circumvent the FAA’s mandates will not stand. States, therefore, cannot try to enact their own legislation to circumvent Epic Systems.

Following Epic Systems, and absent Congressional intervention, employers are permitted to enter into and enforce individual arbitration agreements containing class and collective action waivers.  Even employers who do not currently have individual arbitration agreements containing such waivers with their employees can modify their current employment agreements to include such terms.

It is important for all employers to carefully review their employment agreements and put considerable thought into whether an arbitration agreement with a class and collective action waiver is appropriate.

Over the past several weeks, New Jersey has enacted, or plans on passing, several new bills that secure New Jersey’s position as one of the nation’s leaders in employee protections.  The first, known as the Diane B. Allen Equal Pay Act (“Pay Equity Bill”), bans employers from paying women and other protected groups less than men for similar work.  The second, the New Jersey Paid Sick Leave Act (“Paid Sick Bill”), essentially guarantees all private employees, regardless of company size, paid sick leave/time off for certain qualifying situations.

New Jersey Pay Equity Bill

As previously blogged, on Equal Pay Day (April 10th), Governor Phil Murphy announced he would sign legislation known as the Diane B. Allen Act later that month.  On April 24, 2018, Governor Murphy signed what is considered to be the “most sweeping equal pay legislation in the nation.”

In short, the new law prohibits employers from paying any member of any protected class under the New Jersey Law Against Discrimination lower wages and benefits than their male counterparts.  If an employer pays one person more than another for “substantially similar work”, that employer will have to establish the basis for the pay discrepancy.  New Jersey’s law is for broader protections than other states in that it is not limited to gender only.  Damages for a successful claim include three (3) times the monetary damage for the violation in addition to back wages for up to six (6) years.  Critics of the new law have expressed concern that it departs from the federal standards and makes New Jersey unfriendly to businesses, especially in light of recent changes in the Federal Tax Code.

The Pay Equity Bill becomes effective July 1, 2018.

New Jersey Paid Sick Bill

Governor Murphy also recently pledged to sign the New Jersey Paid Sick Leave Act on May 2, 2018, which will make New Jersey the 10th state with paid sick leave legislation.

Once signed, all private businesses, despite their size, that employ individuals in the State are required to comply with the Paid Sick Bill.  Unlike other legislation, there is no minimum number of hours an employee must work to be eligible for leave under the new law.

Leave can be used for an employee’s own qualifying need or that of a family member,  which is defined to include children, grandchildren, siblings, spouses, domestic partners, civil union partners, parents, and grandparents.  The definition of a “family member” also extends to any individual whose affiliation with the employee is the “equivalent of a family relationship.”  Leave may be used for, among other things: (1) the diagnosis, treatment, recovery, or preventative care of a mental or physical illness(s); (2) to seek counseling, relocation, legal services, and/or medical attention for an employee or family member that is a victim of domestic or sexual violence; and/or (3) to attend a school conference, meeting, or other child-education related event.  In some instances, advance written notice to the employer of the employee’s intention to take paid leave may be required.

Under the legislation, leave begins to accrue on the later of the employment date or the law’s effective date (currently anticipated to go into effect on October 29, 2018) at a rate of one (1) hour for every 30 hours worked. The law does not require employers to allow employees to accrue more than 40 leave hours in a consecutive 12 month period, with such period to be determined by the employer.

Alternatively, employers can provide employees with 40 leave hours on the first day of the benefit year as an alternative to accruing time.  If employers “front load” such leave, employees may carry over accrued but unused leave or employers must offer employees compensation for unused leave by the end of that benefit year.

Employers should consult with an attorney regarding the anticipated employer notice, posting, and record keeping requirements associated with the Paid Sick Bill, as well as determining employee eligibility and duration of waiting periods that may be implemented before leave can be used.