Attention NY employers: Before we leave March and head into April, here are some new laws which are now in effect as of March 2024.
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- A new NYC law went into effect on March 12, 2024, prohibiting employers from interfering with employees’ digital privacy. Restrictions include: One cannot (a) compel employees to disclose information from their personal social media accounts or (b) require access to employees’ personal social media accounts.
While there are certain exceptions, it is important for employers to ensure compliance and respect for employee privacy rights.
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- As of March 13, 2024, New York Labor Law has raised the salary threshold for certain exemptions from $900 to $1,300 per week. These adjustments, outlined in Senate Bill S5572, aim to regulate payment frequencies and methods. These new salary thresholds, concerning payment frequency and methods, contrast with the minimum wage and overtime exemptions, set at $1,200 per week in New York City, Westchester, and Long Island, and $1,124.20 per week elsewhere in New York State, effective January 1, 2024. Consequently, employees might be exempt from minimum wage and overtime obligations based on their salary but remain subject to other regulations regarding payment methods and frequency. Employers will now have exemptions from specific obligations for employees earning over $1,300 per week, such as paying certain workers semi-monthly, obtaining advance consent for direct deposit, and avoiding misdemeanor charges for delayed benefits. To comply with these updates, employers are urged to review their compensation policies, ensure proper classification of employees, and conduct thorough audits to comply with these updated standards.
If you have any questions or concerns about these rules or any federal or New York State employment or discrimination laws, please contact Chaim Book at cbook@booklawllp.com, Sheryl Galler at SGaller@booklawllp.com, or Nadav Zamir at NZamir@booklawllp.com.
