On October 17, 2018, the New York City Council passed several bills, referred to as a parental empowerment package, which will likely be signed by the mayor. These bills require employers with 15 or more employees to provide a “lactation space” and “lactation accommodation” for employees who need to express and store breast milk.  Specifically, employers will be required to designate a private sanitary place that is not a restroom for purposes of expressing milk. Although since 2008 New York State law has required employers to allow nursing mothers with breaks to express milk, New York City will require a dedicated room for this purpose. In addition to providing a lactation space, which must be in reasonable proximity to the employee’s work area, the law will also require that employers provide a refrigerator that is suitable for breast milk storage. Continue Reading NYC Council Votes to Require Lactation Room and Accommodation Policy

The Massachusetts Equal Pay Act (“MEPA”), which amends the Massachusetts Equal Pay Law, goes into effect July 1, 2018, and applies to all employers regardless of their size, including the state and its municipalities.   Massachusetts was the first state in the country to pass an equal pay law and, in fact, preceded the federal Equal Pay Act by 18 years. The 2018 amendments make MEPA one of the strongest pay equity laws in the country, intended to close the reported 84.3.% pay gap for working women in Massachusetts.   In advance of this upcoming deadline, Attorney General Maura Healey (“AG”) issued MEPA Guidance on March 1, 2018. Continue Reading Updated Massachusetts Equal Pay Law to Take Effect on July 1, 2018

The Labor & Employment landscape continues to change and present compliance challenges. These seminars will focus on hot topics in 2018 and will include:

  • 2018 Updates & Trends to Watch
  • Harassment in the Workplace
  • Developments in Immigration Policies Affecting Employers
  • Marijuana in the Workplace

Continue Reading Upcoming Seminar in CT & MA: 2018 Hot Topics in Labor and Employment Law

On October 17, 2017, the New York City Council passed a bill amending the New York City Earned Sick Time Act (which took effect on April 1, 2014)  to require paid time off for victims of family offense matters, sexual offenses, stalking and human trafficking, and their family members.  The amendment would take effect 180 days after Mayor Bill de Blasio signs it into law, which he is expected to do. Continue Reading New York City Council Amends Earned Sick Time Act to Permit Employees to Use Paid Time Off for “Safe Time”