Starting July 1, 2024, all employers in New York City must provide employees with the multilingual Know Your Rights at Work poster, which contains a QR Code and website link that refers employees to the NYC Consumer and Worker Protection website and contains a Workers’ Bill of Rights for employees working in New York City.

What does the Workers’ Bill of Rights Notice contain?

The Workers’ Bill of Rights notice contains a summary, and brief explanation of employment rights granted by the City, state, and federal laws applicable to employees in NYC. The New York City Department of Consumer and Worker Protection (DCWP) is responsible for creating and enforcing the poster distribution requirements. The DCWP worked with the Mayor’s Office of Immigrant Affairs and other organizations to publish information about employee rights.

In addition to explaining workers’ rights under multiple laws, the Workers’ Bill of Rights also contains contact information for the various City, state, and federal agencies that enforce employment laws, such as the NYC Department of Consumer and Worker Protection, the New York City Commission on Human Rights, the New York State Department of Labor, the New York Attorney General’s office, the U.S. Department of Labor, the National Labor Relations Board, and the Occupational Safety and Health Administration (OSHA).

What laws does the Workers’ Bill of Rights Notice cover?

The Workers’ Bill of Rights notice includes a comprehensive listing of the various employment laws that apply to applicants and employees in New York City under federal, state, and local law. The notice details rights and protections under relevant federal, state, and local law. The Workers’ Bill of Rights notice specifically provides information on the following rights of employees, regardless of immigration status:

  • Paid Safe and Sick Leave;

  • Temporary Schedule Changes;

  • Fast Food Worker Rights;

  • Retail and Utility Safety Worker Rights;

  • Food Delivery Worker Rights;

  • Freelance Worker Rights;

  • Commuter Benefits law;

  • Grocery Worker Rights;

  • Minimum Wage and Hour Rights;

  • Prevailing Wage;

  • Paid Family Leave;

  • Family and Medical Leave;

  • Workers’ Compensation and Disability Benefits;

  • Forced Labor;

  • Safe and Health Workplace;

  • Discrimination-free Workplace;

  • Right to Organize;

  • Unemployment Benefits;

  • Health Insurance; and

  • Worker Classification (employees versus independent contractors).

The Notice also includes a description of the rights of prospective employees, including:

  • Pay Transparency;

  • Salary History Ban;

  • Rights When Using Employment Agencies; and

  • Automated Employment Decision Tools.

While the Notice is designed to inform current employees and new employees in New York City of their rights, it also serves as a strong reminder to New York City employers of the numerous local, state, and federal employment laws that might apply to their human resources operations.

What must employers do to comply?

New York City employers must post the Know Your Rights at Work poster in a conspicuous place in the workplace by July 1, 2024. Employers who provide employees access to an intranet or mobile application must also post the Know your Rights at Work Poster on the intranet or mobile application in addition to the workplace posting. A copy of the Know Your Rights at Work poster must also be distributed to all current employees. Starting on July 1, 2024, employers must also provide a copy of the Know Your Rights at Work poster to each new employee on or before the employee’s first day of work.

What are the consequences for non-compliance?

Employers who violate the notice requirements of the law will be subject to a civil fine of $500 per violation by the Commissioner of DCWP.

If you have questions about your businesses’ compliance with the numerous employment laws that govern every small business, please schedule a complimentary consultation with us through our online scheduling system to discuss how we can help you avoid expensive employee problems.

Information contained in this blog is provided for informational purposes and does not constitute legal advice or opinion. You should consult with an attorney about the specifics of your matter or legal issue.