In 2019, the New York State Legislature championed a host of employment laws that strengthen protections for employees.  One of those laws codified new requirements for non-disclosure agreements, which are effective as of October 11, 2019.  To ensure enforceability of non-disclosure provisions, employers must account for the following provisions:
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As we previously reported here, the “Stop Sexual Harassment in NYC Act” expanded the reach of the New York City Human Rights Law in the area of gender-based discrimination, including harassment.  Among other things, as of April 1, 2019, the law mandates employers with 15 or more employees (which includes independent contractors) in the previous calendar year to conduct annual anti-sexual harassment training to all employees, including managers and supervisors.  The law requires employers to train new employees who work more than 80 hours in a calendar year within 90 days of initial hire.
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