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Richard I. GreenbergBlog Posts

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  • Election Day is Coming – A Reminder of Employer Obligations

    With midterm elections upon us, employers should ensure they are aware of and in compliance with state law requirements related to employee voting rights. While not all states impose requirements on employers, some impose time off obligations and notice requirements with the possibility of criminal or civil penalties for non-compliance. Read more here. Continue Reading
    October 12, 2022
  • New York City, New York State Pay Transparency Update

    Effective November 1, 2022, covered New York City employers will need to comply with the New York City pay transparency law. This legislation requires disclosure of salary ranges in advertisements, rather than offer letters or upon request from applicants or employees. The city law is like enactments in other jurisdictions, such as California, Colorado, and... Continue Reading
    October 11, 2022
  • NLRB Reminds Employers Importance of Applying Consistent Discipline Policies in Workplace

    Noting the employer did not have an employee code of conduct policy prohibiting the use of derogatory language, the National Labor Relations Board (NLRB) held an automotive dealership violated the National Labor Relations Act by wrongfully terminating a union employee for calling the owner a derogatory term during negotiations. Cadillac of Naperville, Inc., 371 NLRB... Continue Reading
    October 4, 2022
  • Understanding CFPB’s Legal Advisory on “Permissible” Purpose

    The Consumer Financial Protection Bureau (CFPB) recently issued a legal Advisory in early July 2022, intending to protect the privacy rights of individuals subject to background checks by third-party consumer reporting agencies (CRAs) under the federal Fair Credit Reporting Act (FCRA).  The Advisory also seeks to remind users (e.g., employers) of their obligations under FCRA....
    July 27, 2022
  • NYC Mayor Signs Pay Transparency Law

    ... Continue Reading
    May 13, 2022
  • New York City Pay Transparency Law to Take Effect in November 2022

    The New York City Council has pushed back implementation of the salary transparency law from May 15, 2022, to November 1, 2022. On January 15, 2022, New York City enacted legislation requiring all covered employers to include a minimum and maximum salary for the position advertised. The new law was set to go into effect on May... Continue Reading
    April 30, 2022
  • New York City Issues Guidance on Requirement to Disclose Salary Ranges in Advertisements

    The New York City Commission on Human Rights published guidance for the recently enacted Local Law 32 of 2022, which requires salary transparency in job advertisements, effective May 15, 2022. New York City enacted legislation on January 15, 2022, requiring all covered employers to include a minimum and maximum salary for the position advertised. Unfortunately,... Continue Reading
    March 24, 2022
  • New York City Employers Will Soon Be Required to Include Salary Ranges on Job Advertisements

    As New York City Mayor Eric Adams did not take action within 30 days of receipt from the New York City Council, the Council’s legislation requiring most New York City employers to include salary ranges on job advertisements has become law. This legislation is similar to recent enactments in numerous other jurisdictions, including Colorado and... Continue Reading
    January 18, 2022
  • New York Updates COVID-19 Guidance Including Daily Health Screening Requirements

    On June 8, 2021, New York State updated the NY Forward Guidance for several industries, including office-based and food services employers, with changes that many people feel are overdue. In addition to incorporating updated mask, physical distancing, and capacity rules that have been in place since New York adopted the Centers for Disease Control and Prevention... Continue Reading
    June 9, 2021
  • New York Updates COVID-19 Guidance Including Daily Health Screening Requirements

    On June 8, 2021, New York State updated the NY Forward Guidance for several industries, including office-based and food services employers, with changes that many people feel are overdue. In addition to incorporating updated mask, physical distancing, and capacity rules that have been in place since New York adopted the Centers for Disease Control and Prevention... Continue Reading…
    June 9, 2021

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