On November 6, 2022, clocks will fall back an hour and in Westchester County, New York a new law requiring disclosure of salary ranges in job advertisements will take effect.
As we previously reported, Westchester, located just north of New York City and home to numerous corporate campuses, recently enacted an amendment to its local human rights law to require employers to state a minimum and maximum salary in any “posting” for jobs, promotions, and transfer opportunities. This comes on the heels of a similar law in New York City that took effect on November 1, 2022.
The Westchester County Human Rights Commission (the “Commission”) has announced that the county’s Earned Sick Leave Law, which went into effect on April 10, 2019, has been preempted by New York’s Paid Sick Leave Law (“Law” or “PSLL”), which took effect on September 30, 2020. Westchester County’s law had required that eligible employees accrue one hour of sick time for every 30 hours worked, up to a maximum of 40 hours per year.
As we previously covered, the PSLL applies to all private employers and employees in New York State, and requires employers to provide up to 40 ...
Blog Editors
Recent Updates
- Watch: Hemant Gupta Bridges the Gap Between Cutting-Edge Technology and Intellectual Property Protection
- A Proposed Overhaul to Federal Grantmaking: What It Could Mean for Grantees, Healthcare and Other Researchers, and Colleges and Universities
- Watch: Agencies Step Up DEI Scrutiny, DOL Clarifies Overtime Rules, and California Court Limits PAGA Claims - Employment Law This Week
- Virginia Pay Transparency Requirements Take Effect July 1, 2026
- Connecticut Joins Growing Number of States Regulating Workplace AI and Mandating Notice for Certain AI Uses as Well as Imposing New Disclosure Requirements for Certain Reductions in Force