New York City Enacts Legislation Requiring Notice and Posting of Workers’ Bill of Rights
Beginning July 1, 2024, New York City employers will be required to post and distribute a Workers’ Bill of Rights which would contain information on the rights and protections under federal, state, and local laws that apply to all workers in the City, regardless of immigration status. The Department of Consumer and Worker Protection (DCWP), in coordination with the Mayor’s Office of Immigrant Affairs (MOIA), the New York City Commission on Human Rights, and community and labor organizations, will create and publish the workers’ bill of rights. The notice is scheduled to be published on the City’s website by March 1, 2024.
Employers will be required to post the workers’ bill of rights in a conspicuous location in the workplace, and to provide a copy to employees upon hiring. Employers whose business operates online or through a mobile application would also be required to post the workers’ bill of rights online or on such mobile application. The information required to be provided by an employer must be in English and any language spoken as a primary language by at least five percent of employees, if the commissioner has made the information available in that language.
MOIA, in coordination with DCWP and community and labor groups, will then be required to conduct outreach to workers in the City to raise awareness of the workers’ bill of rights. The outreach will also include contact information for the City’s Immigration Legal Hotline and Asylum Application Help Center, resources and contact information for immigration legal services and MOIA, information on what to expect if immigration enforcement authorities come to an individual’s workplace, and information regarding federal eligibility requirements of Temporary Protected Status following designations, extensions, and re-designations of such status.
After an initial violation of the law, employers that fail to follow the notice and posting requirements will be subject to a $500 civil penalty. Employers must also correct any violations within 30 days of receiving notice from the commissioner of the DCWP.
Should you have any questions regarding this new requirement, please contact Ali Law Group.
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