A New York law, recently signed by Governor Kathy Hochul, will make it more difficult for employers across the state to access the social media accounts of employees and job applicants. It also makes it illegal for employers to punish employees who refuse to share that information with them. This is intended to protect employees from abusive practices that might otherwise allow employers to monitor employees’ private or protected conduct.
In a recent groundbreaking decision announced on October 23, 2014, the United States Office of Special Council found that the United States Army discriminated against a transgender civilian worker who transitioned from male to female.
According to the report, the employee, a disabled vet, was working in the U.S. Army Aviation and Missile Research, Development and Engineering Center (“AMRDEC”) in Redstone, Alabama, when she transitioned from male to female in 2010. During that time, the Office of Special Council found that her employer engaged in a several discriminatory practices including, improperly restricting her restroom usage, referencing her with male pronouns, excessively monitoring her conversations with coworkers, and not giving her work.
New York City has become the latest city to adopt a paid sick leave law that will guarantee paid time off for many NYC employees. The law is expected to affect up to 500,000 employees.
On March 20, 2014, Mayor Bill de Blasio signed into law The NYC Paid Sick Leave Act. The new rules and regulations went into effect on July 30th 2014.
So how does the new paid leave law affect employees?
Discrimination at work can often manifest itself well before a job seeker has had the opportunity to even secure full- or part-time employment.
Recently, the Office of the New York Attorney General, Eric Schneiderman, came to a series of agreements with five New York City-based employment agencies in an effort to resolve allegations of unlawful discrimination and predatory business practices.