Permanent Remote Review On July 25, 2023, the Department of Homeland Security (“DHS”) published a final rule that will provide eligible employers filling out the Employment Eligibility Verification Form I-9 an optional alternative to the in-person physical document examination method that employers have followed as part of the Form I-9 process. The alternative procedure is […]
The Department of Homeland Security (“DHS”) and U.S. Immigration and Customs Enforcement (“ICE”) has announced that employers will have until August 30, 2023, to comply with Form I-9 requirements and to ensure that all required physical inspection of identity and employment eligibility documents have been satisfied. As we previously reported, the flexible policy was adopted […]
On April 6, 2023, the DCWP issued final regulations regarding the New York City Automated Employment Decision Tools Law (“AEDTL”). Pursuant to the law, employers must conduct automated decision tool audits to confirm that such tools are not biased. The new law went into effect on January 1, 2023, but the New York City Department of […]
Effective September 17, 2023, employers will be subject to the New York State Pay Transparency law, pursuant to which employers who advertise a job, promotion, or transfer opportunity must include: (1) the compensation or a range of compensation for such job, promotion, or transfer opportunity; and (2) the job description for such job, promotion, or […]
On December 23, 2022, Governor Hochul signed into law New York State Assembly Bill A6328A, amending the New York Executive Law § 292 (the New York State Human Rights Law (NYSHRL)), to prohibit employment discrimination against employees and job applicants based on citizenship and immigration status. This amendment, which became effective immediately upon Governor Hochul’s signature, prohibits […]
On December 21, 2022, Governor Kathy Hochul signed legislation that will require employers with four or more employees to disclose salary ranges in advertisements for jobs, promotions, or transfer opportunities. The law will become effective September 17, 2023. Pursuant to the new law, employers that advertise a job, promotion, or transfer opportunity must include: (1) […]
Recently, New York City has proposed rules for implementing this new law. The proposed rules would clarify the requirements for the use of automated employment decision tools within New York City, the notices to employees and candidates for employment regarding the use of the tool, the bias audit for the tool, and the required published […]
New York City passed legislation that protects individuals from unlawful bias by the employer when automated employment decision tools are used. Pursuant to the law, employers must conduct AI tool audits to confirm that such tools are not biased. The new law was initially slated to go into effect on January 1, 2023. Recently, the […]
Effective January 1, 2023, employers in New York City will be banned from using automated employment decision tools (such as artificial intelligence) to screen job candidates unless the technology has been subject to a “bias audit,” making this law the first of its kind in the nation. Automated employment decision tools that fall within the […]
The Department of Homeland Security (“DHS”) and U.S. Immigration and Customs Enforcement (“ICE”) has announced another extension of the flexibility in complying with requirements related to Form I-9, Employment Eligibility Verification. The policy, which was originally announced on March 19, 2020, was previously set to expire on October 31, 2022. With this new extension, the policy […]
As you may recall, we previously reported about the Equal Employment Opportunity Commission’s guidance addressing how employers’ use of artificial intelligence (“AI”), algorithms, and software in hiring and employment practices may be at risk for violating the Americans with Disabilities Act (“ADA”). The document also provides practical tips to employers on how to comply with […]
On May 12, 2022, the United States Equal Employment Opportunity Commission (“EEOC”) issued guidance addressing how employers use of artificial intelligence (“AI”), algorithms, and software in hiring and employment practices may be at risk for violating the Americans with Disabilities Act (“ADA”). The document also provides practical tips to employers on how to comply with […]
