On June 15, 2020, the U.S. Supreme Court issued a landmark decision in Bostock v. Clayton County, Georgia, No. 17-1618 (U.S. Jun. 15, 2020), which held that an employer who fires an individual merely for being gay or transgender violates Title VII of the Civil Rights Act of 1964. In a 6-3 opinion authored by
New York Lawmakers Upend the Employment Law Landscape…Again (Part 4)
Today is the fourth in a five-part blog series on New York’s sweeping changes to the legal landscape for Empire State employers. In prior posts, we covered limitations on the use of nondisclosure provisions in settlement and separation agreements, the new standards for litigating and defending harassment claims, and expanded equal pay protections. Today, we will discuss important changes that will affect hiring practices – most notably, a statewide ban on salary history inquiries.
In another legislative move to broaden the state’s anti-discrimination laws, New York state will now prohibit employers from asking applicants or current employees about their wage or salary history. This new law will go into effect 180 days after Governor Cuomo signs the legislation, which he is expected to do. While New York City, as well as Albany, Suffolk, and Westchester counties, have enacted salary inquiry bans over the past few years, Empire State employers outside those jurisdictions have been free to ask applicants and current employees about their wage or salary history – until now.…
Continue Reading New York Lawmakers Upend the Employment Law Landscape…Again (Part 4)