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New York City Employers Must Distribute Workers’ Bill of Rights

04 Apr

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Update Applicable to:Effective date
All employers regardless of size with at least 1 worker in New York City.July 1, 2024


What happened?

On March 1, 2024, the New York City Department of Consumer and Worker Protection (DCWP) published the much-anticipated Workers’ Bill of Rights


What are the details?

The Bill of Rights is an online tool laying out the workplace rights and protections afforded to NYC-based employees, job applicants, and independent contractors (all regardless of immigration status) under federal, state, and local laws, covering a wide array of topics, including minimum wage, sick leave, Paid Family Leave, anti-discrimination, and the right to organize into unions, among other rights. 

The law requires employers to post the notice and provide it to all new hires from this point forward. Failure to comply by providing or posting the required Bill of Rights may cause you to face a $500 penalty. First-time violators will be provided with an opportunity to cure in a 30-day window.


Business Considerations

  • Provide a copy of the notice to all of your existing employees who perform work in New York City.
  • Update your new hire packets and onboarding system to incorporate the notice.
  • Post the Bill of Rights on the worksite that is both accessible and visible to office and remote employees. If your business uses a website or mobile application to regularly communicate with employees, you are also required to post the notice through those means.


Resources


Source References

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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