As we previously reported, the New York City Council recently passed a bill restricting an employer’s ability to ask job applicants about their salary, benefits, or other compensation history during the hiring process. As expected, on May 4, 2017, New York City Mayor Bill de Blasio signed the legislation, meaning that the law will be effective as of October 31, 2017.

New York City employers should consider complying with the law prior to its effective date on October 31, 2017. As we previously noted, this law was incorporated under the New York City Human Rights Law, which means employers that violate this law may be liable for compensatory damages (including back pay, front pay, and emotional distress), uncapped punitive damages, attorneys’ fees, and potential class litigation.

We will continue to monitor this law regarding any guidance from the New York City Commission on Human Rights.

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Practice Group

Background Checks

Background checks are a trending topic for employers because of the tidal wave of class action lawsuits alleging technical violations of the federal Fair Credit Reporting Act as well as the proliferation of state and local background check laws (including those arising from the Ban the Box movement).

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Practice Group

Pay Equity

Recent high-profile lawsuits and increased activity from state legislatures have thrust pay equity issues to the forefront for today’s employers. As the momentum of legislation, regulation, and corporate initiatives focused on identifying and correcting pay disparities continues to grow, our attorneys are ready to assist with the full spectrum of pay equity-related issues.

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