In a whirlwind of legislative action, Governor Kathy Hochul signed a series of groundbreaking bills that promise to reshape the state’s employment landscape and protect its citizens’ rights. From ending the practice of captive audience to categorizing wage theft as larceny and extending vital protections to interns based on gender identity and expression, these new laws are a testament to New York’s commitment to progressive change.
Putting An End To Captive-Audience Meetings
One of the most significant developments is the new law that ends captive audience. This law has far-reaching implications for workers’ rights and employer conduct in the state. In essence, this legislation prohibits employers from disciplining employees who refuse to attend meetings primarily designed to communicate the employer’s opinions on religious or political matters. This includes discussions about unionization, a hot-button issue in many workplaces. While the National Labor Relations Act (NLRA) once protected these meetings as employer speech, the newest New York law takes a decisive stance against the coercion of employees into attending these gatherings.
Under the new law, it’s now unlawful for employers to refuse employment, discriminate against, or take adverse actions against individuals who decline to attend these meetings. It marks New York as the fourth state to take a stand against mandatory captive-audience meetings, with many states reevaluating the NLRA’s influence in this arena.
Cracking Down On Wage Theft
Another significant move by Governor Hochul and the New York Legislature is the amendment to the New York Penal Law to classify wage theft as larceny. This change was urgently needed to address the pervasive issue of employers failing to pay their workers minimum wage, overtime, or promised wage rates. The new law allows for the aggregation of these underpayments, making it easier to prosecute those who exploit their workforce.
With this amendment in place, employers who engage in wage theft will now face criminal charges and penalties corresponding with the severity of their actions. This bold step sends a clear message that wage theft will not be tolerated in the Empire State.
Extending Protections For Gender Identity And Expression
New York has also taken strides to protect interns from discrimination based on gender identity or expression. Governor Hochul signed Senate Bill S7382, a bill extending the New York State Human Rights Law’s prohibitions on discrimination to cover interns. This law offers vital protections that mirror those already in place for employees.
By including gender identity and expression as protected classes for interns, New York continues to be at the forefront of the fight for equal rights. It sends a powerful message that discrimination of any kind will not be tolerated within the state’s borders.
Partner With A PEO
With the prohibition of captive-audience meetings, the classification of wage theft as larceny, and the extension of protections for interns based on gender identity and expression, New York has shown its unwavering commitment to creating a fair and equitable environment. However, small businesses may find it challenging to navigate compliance and employee relations amidst these legislative changes in New York.
This is where a professional employer organization (PEO) comes into the picture. PEOs like GMS specialize in HR management, offering expertise in navigating complex labor laws, wage compliance, and discrimination protections. By partnering with a PEO, small businesses can ensure they remain fully compliant with these new regulations while focusing on growing their business and supporting their employees. In an ever-evolving regulatory landscape, GMS provides the essential support needed to thrive in New York’s business environment. Contact us today to get started.