• Compass WFS Legislative Updates

NYC Initiates Ban on Salary History Requirement

On May 5th 2017, New York City’s Mayor Bill de Blasio passed a bill prohibiting employers from inquiring about or relying on an applicant’s salary history. Under the local law, it is now considered illegal and discriminatory for an employer, employment agency, or employee to inquire about the salary history of a prospective employee and/or to rely on the salary history of a prospective employee in determining salary, benefits, or general compensation during the hiring process. Supporters of the new legislation expect that this regulation will assist in eliminating the gender wage gap by preventing discrimination against women who may receive lower salary offers due to their salary history.

Employers, employees, and employment agencies are permitted to discuss salary, benefit, and compensation expectations including deferred compensation or unvested equity. A candidate may voluntarily disclose salary history without prompting, which would then allow employers and employment agencies to consider and verify the candidate’s salary history. Exceptions include any agreements that authorize the verification or disclosure of salary history, and any instances where knowledge of salary history is required for internal transfer or promotion. The law is scheduled to go into effect on October, 31st 2017.

Do you have questions about how this new legislation will affect your employees or business? Contact one of our HR Business Partners to have your questions answered.

Preparing for NYS Paid Family Leave

In 2016, legislation was passed in NYS to enact a 12-week Paid Family Leave (PFL) program scheduled to go into effect in January of 2018. For these purposes, a family member is defined as a child, parent, grandparent, grandchild, spouse or domestic partner. The definition of a “serious health condition” is similar to the definition under the FMLA. Unless an employer chooses to permit otherwise, any PFL benefit must run concurrently with an employee’s available FMLA entitlement.

PFL will be provided through the NYS existing Disability Benefits Law (DBL) and be available to all private sector workers, giving eligible employees the right to a leave of absence and guaranteed reinstatement. Employees eligible for PFL must be employed in New York State and have 30 working days total within a calendar year for a single employer. There is no waiting period before employees can receive PFL benefits. Eligible employees may receive up to 50% of their average weekly wage during family leave, not to exceed 50% of the state average weekly wage. Eligible employees employed for at least 26 weeks with the employer (175 days for part-time employees) may use PFL for the following:

  • Caring for a family member with a serious physical/mental health condition.
  • Bonding with a new child during the first 12 months after the child’s birth or after placement of a child for adoption/ foster care.
  • Handling obligations arising from a family member’s qualifying military service or deployment as interpreted under FMLA.

Do you have questions about NYS Paid Family Leave? Contact the office to speak with one of our HR Business Partners today to have your questions answered at 631-794-7400.

Read more about PFL here: http://eepurl.com/cKgIvT

Effective January 1st, 2017: OSHA Injury & Illness Reporting

On April 3rd, 2017 President Trump signed into law House Joint Resolution 83 (H.J. Res. 83), which declares the “Volks Rule” reviewed below invalid and no longer in effect.

Effective January 1st, 2017, OSHA required employers to submit their injury and illness reports electronically so that they could be uploaded to OSHA’s website, for the public to view. Establishments with 250 or more employees in industries covered by record keeping regulation were required to submit information from their 2016 Form 300A by July 1, 2017. Establishments with 20-249 employees in certain high-risk industries, were required to submit information from their 2016 Form 300A by July 1, 2017.

This revision was put in place with the intention of making employers, the public, and the government better informed about workplace hazards, and to encourage employers to improve workplace safety for its employees. Injury and illness reports were to be posted on job sites by February 1st.

OSHA provided a secure website that offered three options for data submission. First, users would be able to manually enter data into a webform. Second, users would be able to upload a CSV file to process single or multiple establishments at the same time. Last, users of automated recordkeeping systems would have the ability to transmit data electronically via an API (application programming interface). The website was scheduled to go live in February 2017.

If you have any questions regarding current OSHA record-keeping requirements or the revoked Volks Rule above, please contact our office to speak with one of our HR business partners at 631-794-7400.

Upcoming W-2 Filing Deadline 1.31.2017

Please be advised that the deadline for filing W-2s and 1099s with the Social Security Administration is Tuesday, January 31st. Employers with 249 or less W-2s may file these forms either electronically or hard copy and employers with 250 or more W-2s must do so electronically. Employers must also provide copies of W-2s to their employees by January 31st.

If you are filing form 1099-MISC and reporting amounts in Box 7, you must file by January 31st. Otherwise the deadline remains February 28th for paper filings and March 31st for electronic filings. If you need an extension for filing W-2s, you must fill out Form 8809, Application for Extension to File Informational Return, and submit to the IRS by January 31st. If you wish to make corrections after filing a W-2, employers can file Form W-2c, Corrected Wages and Tax Statement. As an employer, it is important that your records are accurate. This includes employee information and year-end totals.

If you have any questions about W-2s, please contact our office to speak with one of our HR Business Partners at 631-794-7400.

Minimum Wage Increases for New York and New Jersey

As of December 31st, 2016 minimum wage increases went into effect for New York State. As of January 1st, 2017 minimum wage increases went into effect in the state of New Jersey along with 17 other states across the country.

New York City’s minimum wage requirements for employers with 11 or more employees must pay non-tipped employees $11.00 an hour, and tipped employees at least $8.30 or $9.35 an hour. New York City’s employers with 10 or less employees must pay non-tipped employees $10.50 an hour, and tipped employees at least $7.95 or $8.90 an hour.

Long Island and Westchester County’s minimum wage increased to $10.00 per hour for non-tipped employees, and at least $7.55 or $8.50 for tipped employees.

The remainder of New York State must pay non-tipped employees $9.70 per hour, and tipped employees at least $7.35 or $8.25 per hour.

New Jersey’s minimum wage across the state is now $8.44 per hour for all employees in hotel and motel, seasonal amusement, food service, and first processing of farm product industries.

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