Have You Implemented These Key 2020 NYS Employer Compliance Updates Yet in Business and at Work?

January 2020 flew by, and here we are at the beginning of February 2020. Have you implemented the following key 2020 NYS Employment Compliance updates yet?

• Removed salary history requests from your interview process and employment applications?
• Raised your upstate NYS minimum exempt salaried employee level to $885 a week?
  • Have current and accurate job descriptions for your exempt employees, documenting their exempt-from-overtime status?
• Scheduled your Annual NYS Sexual and Other Harassment Prevention Training for 2020? (Employers with 1 employee or more must comply)
  • Decided that an annual in-person training conducted by a subject-matter expert might be more helpful this year, to ensure that your employees understand key concepts like intent vs. impact?
  • Added the definition of “petty slights” and “trivial inconveniences” to your annual Sexual and Other Harassment training?
  • At your Annual NYS Sexual and Other Harassment Prevention Training, distributing:
    • Your NYS-compliant No-Sexual or Other Harassment Policy?
    • A copy of your Harassment Report / Complaint form?
    • A complete summary of the annual training?
    • A copy of required NYS Sexual and Other Harassment Prevention labor posting?
      • A form for employees to sign, acknowledging the receipt of the above information and that they have attended the annual Training?
• Using the updated I-9 form, ensuring that new employees bring the required documentation and complete the form within the first 3 days of work?
• Using the updated W-4 form for new and current employees?
• Added natural hair / hairstyles and reproductive health decisions to your list of classes protected from discrimination under your EEO (Equal Employment Opportunity) policy?
• Ensured you have the current required NYS and Federal Labor postings posted for all employees to see?
  • Including the updated NYS Voting Leave poster allowing 3 hours of paid voting leave for employees?
• Ensured that temporary / seasonal employees are paid as W-2 employees, not 1099 contractors?
• Using the NYS Paid Family Leave waiver form for temporary / seasonal employees?
• Updated your handbook adding reasonable accommodation leave for victims of domestic violence (a protected class in NYS)?

Have you implemented these key NYS employer compliance requirements for 2020 in business and at work?