Later this week, on October 11, 2019, several important changes are coming to the New York Human Rights Law (“NYHRL”). As you may recall, last year the New York legislature enacted legislation prohibiting employers from requiring nondisclosure sexual harassment claims in Nondisclosure Agreements (“NDA”) unless the employee requests confidentiality.  As of next week, that prohibition is strengthened to include all claims of discrimination, harassment and/or retaliation in “any settlement, agreement or other resolution of any…

Every employer in New York State should keep an eye on the October 9th, 2019 deadline for employers to adopt and provide mandatory anti-harassment training for New York employees. This training is required for any employee who works even a portion of their time in New York State, including those based in a state other than New York. Moreover, the training is required for all employees, including exempt, non-exempt, part-time, and temporary employees. In order…

The Hogan Lovells Global employment team is holding a webinar on September 26th at 10 am Eastern Time to highlight current trends in the enforcement of covenants and protection for confidential information in France, Germany, Italy, the Netherlands, Spain, the UK and the U.S. We will discuss the key issues and what they mean in practice for multi-national employers. Many multi-national employers would like to take a global approach to protecting confidential information and shielding their…

Last week, the New York State Legislature passed a bill prohibiting employers from asking about the salary history of prospective and current employees. Aimed at curtailing wage discrimination and pay disparity, the bill applies broadly. The bill, in its current form, applies to all employers along with recruiters or similar entities that connect applicants with employers. Under the bill, an employer may not consider wage or salary history in deciding whether to (1) offer employment,…

On June 26, 2019, Judge Denise Cote, of the Southern District of New York, granted a motion to compel arbitration of an employment discrimination, retaliation and sexual harassment claim—despite recently passed NY law, NY CPLR § 7515 (“Section 7515”), invalidating provisions that require employees to arbitrate sexual harassment claims. Judge Cote observed that Section 7515 applies only to the extent not “inconsistent with federal law” and that the arbitration provision at issue was to “be…