What laws will go into effect in New York in 2023

With the end of 2022, we will welcome the new year with new laws in New York State. Some of the important laws coming into force in the decision in 2023 have been collected by the publication News 10.

Raising the minimum wage

On December 31, 2022, New York State's minimum wage will increase to $14,20 an hour (currently $13,20 an hour). The minimum wage in New York City, Long Island and Westchester County will remain at $15 an hour.

Compensation to students for participation in sports competitions

Beginning January 1, college athletes will be able to receive compensation for the use of their name and photo. The law also allows college athletes to hire attorneys and sports agents licensed by the State of New York.

Telemarketing calls

This new law requires telemarketers to announce to customers the option to be added to a "do not call" list immediately after the telemarketer reveals his name and company. This law comes into force on March 6.

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Airport lactation rooms

The new law obliges airports to equip places for breastfeeding. This location should be behind the screening area, include a chair and an electrical outlet, and be away from prying eyes. The law comes into force on January 1.

Electric Vehicle Rights Act

Effective January 21, the Electric Vehicle Rights Act will prohibit homeowner associations from preventing homeowners from installing electric vehicle charging stations on their property.

Pedestrian and cyclist safety

Starting January 11, the new law will oblige new drivers to study the safety of pedestrians and cyclists as part of a special course.

Voting places

This law allows registered voters to vote in a polling station other than where they are registered if they are within their constituency. The law comes into force on January 1.

New labor laws in New York in 2023

Paid family leave

From January 1, 2023, paid parental leave can be taken to help siblings (they have been added to the list of relatives covered by the program). Siblings refers to biological, adopted, and half-siblings.

Paid vaccination leave

New York State has extended its paid immunization leave law through December 31, 2023. The Vaccination Leave Act applies to all private employers and some public employers. It requires employers to give employees a “sufficient period of time” to get vaccinated against COVID-19. The duration of the holiday cannot exceed four hours at a time for each dose. During this paid leave, employers must pay employees at their regular rate.

time off

Effective February 20, 2023, employers are expressly prohibited from taking any form of disciplinary action against an employee for taking any form of leave legally protected by any federal, state or local law. Examples of protected leave in New York City include paid family and sick leave, jury leave, voting leave, and domestic violence leave. As well as any vacation under federal law.

Pre-screening when applying for a job in New York

The implementation of the New York City Employment Automated Decision Making Act has been delayed until April 15, 2023. Under this law, employers in New York City will face new restrictions on the use of “automated hiring decision tools” (“AEDT”), i.e. machine analysis of resumes and the like.

The technology covered by the AEDT under this law includes “any computational process based on machine learning, statistical modeling, data analysis or artificial intelligence that produces a simplified result, including an assessment, classification or recommendation, which is then used to make employment decisions. individuals."

Employers will be prohibited from using any such process unless they complete a “bias audit” within one year prior to using the AEDT. After the review is completed, the results of the bias audit should be made publicly available. Employers must also notify each employee or candidate of:

• That the AEDT will be used in evaluating that employee or candidate;
• What qualifications or characteristics will the AEDT use when evaluating an employee or candidate;
• What type of data will be collected for use by AEDT and its source.

In addition, employers should allow employees and candidates to request other alternative evaluation processes.

Salary transparency

In addition to the wage transparency laws that went into effect in New York City and Westchester County in 2022, the New York State Legislature passed a statewide wage transparency bill that is currently awaiting the signature of Governor Kathy Hokul . Once signed, the law will enter into force in 270 days.

The law requires employers to disclose: actual salary, minimum and maximum starting wages, or hourly wages when posting a job posting.