New York Gov. Kathy Hochul Signed into Law an Amendment To New York Labour Law Section 201 For Mandatory Workplace Postings Electronically!
Karma Management has now become Karma Global which was incorporated in the year 2004, having now completed almost 18 years of its existence.
As late as April 2021, Karma Global took a very bold step of venturing into foreign shores in terms of shoving up its business prospects in countries like the US, UK, UAE, Canada, the Philippines, and South East Asia.
It has already made its mark in terms of providing excellent services in the areas of payroll, outsourcing, recruitment and talent acquisition, facility management services, and regulatory compliances including immigration, negotiations, and employment contracts in these foreign countries as well.
In fact, the CVO and MD, Pratik Vaidya of Karma Global were selected by SME Forum last year to lead a Select US Summit where he took along a delegation of over hundreds of SME Members for business discussions with the authorities in the States as well as with the entrepreneurs and Innovators of many countries who were present in this forum.
Soon thereafter, Pratik Vaidya, CVO & MD of Karma Global went on a Europe tour, participating along with Advantage Austria and brainstorming on the ecosystem of Start-ups in Salzburg, Austria
Karma Global thus entails the compliance of international clients in keeping with the global scenario, thereby undertaking a noteworthy mission of guiding clients through a spider’s web of legislation so that clients are able to stay on the right side of the ever-changing laws especially so, it keeps an update on what is happening around the world as far as people, wages, work, benefits, employment contracts, negotiation, employee representation, industrial relations, court practice and procedures, and unions are concerned.
Karma Global’s decades of experience in making sure that clients are compliant with all types of changing legislation offers unique support to mitigate risk by grasping technological solutions and a combination of expertise.
New York Gov. Kathy Hochul Signed into Law an Amendment To New York Labour Law Section 201 For Mandatory Workplace Postings Electronically!
Current Labour Law Section 201!
Labour Law Section 201 currently mandates that employers post certain legal notices provided by the NY Commissioner of Labour in a conspicuous place on each floor of their premises
Assembly Bill A 7595
New York Labour Law Section 201 is the law that governs New York employers’ requirement to post certain notices in a conspicuous place on each floor of their workplace.
The New York legislators passed a bill that would also require employers to:
- Make these mandatory documents available online as digital files
- Notify employees of the availability of these documents online
This development takes into account the expanding definition of “workplace” in the modern era. This electronic posting requirement applies to all documents that are required to be posted in the workplace under state and federal laws as well.
WHAT’S INCLUDED
The New York labour law poster includes the following required posters:
- Minimum Wage – NEW
- Whistleblower
- Fair Employment (English/Spanish)
- Correctional Records Notice (Correction Law Article 23-A)
- Child Labour
- Time Off for Voting
- No Smoking Sign
- Smoking Permitted Sign
The Federal labour law poster includes the following required posters:
- Family and Medical Leave Act (FMLA)
- Fair Labour Standards Act (FLSA)
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Know Your Rights: Workplace Discrimination is Illegal (EEO) – NEW
- Occupational Safety and Health (OSHA)
- Employee Polygraph Protection Act (EPPA)
What the Posters should look like:
On December 16, 2022, New York Gov. Kathy Hochul signed into law an amendment to New York Labour Law Section 201 that requires employers to make mandatory workplace postings available electronically.
Before the amendment, the law required that certain legal notices be posted conspicuously in the workplace. Now, employers must also make digital versions of the physical notices available, either on the employer’s website or via email.
Employers should take the following steps to comply with the amended law:
Because the law went into effect as soon as New York Governor Kathy Hochul signed it, employers should immediately take the following steps:
- The new digital requirement does not get rid of the requirement that you must display physical copies of the posters in your workplace. So, double-check whether you have displayed hard copies of all mandatory workplace posters on each floor of your workplace. Ensure that you have the most recent version of each required labour law poster.
- Make digital versions of all mandatory labour law posters available on your intranet or another internal company website. If you don’t have a website, you should either make one or confirm that you have the correct email addresses for every employee so you can send out the digital labour law posters.
- The new law does not distinguish between federal and state law, so it now requires that employers display all posters, regardless of origin, electronically. In other words, you’ll also need to share federal labour law posters from the U.S. Department of Labour and from the U.S. Equal Employment Opportunity Commission (EEOC), not just New York State’s labour law posters.
- Notify all employees that these posters are available electronically. (If you are sending the posters by email, this requirement should be satisfied.)
- Update your employee handbook to notify employees that all workplace postings are available on your website or by email.
Employers that fail to meet the requirements of the new law may be subject to fines and other penalties. Employees could also use noncompliance as evidence to support claims that they have violated other employment laws.
Federal posting requirements can be found on the US Department of Labour Law Website. New York-specific posting requirements are available on the New York State Department of Labour Website. Note that certain industries, such as healthcare and hospitality, require additional industry-specific postings.
CONCLUSION – Check Your New York Labour Law Posters Now:
New York employers should take steps immediately to comply with this new law.
Karma Global can assist in the 1-year compliance plan + eComply New York product to get current mandatory New York Labour Law posters in physical and digital format to ensure you are fully compliant.
The 1-Year Compliance Plan provides all mandatory Labour Law posters and 12 months of free poster updates.
eComply, provides 12 months of access to digital files, unlimited downloads, and 12 months of updates.
This product bundle will ensure you are compliant with New York State Assembly Bill A7595 and comes with a reasonable pricing and warranty guarantee.
Karma Global while dealing with all such issues and cases, always takes the approach to act trustworthily and to be compliant with the laws of the land.
Karma Global always advises its clients to be on the right side of the law and to abide by the same. In this respect, it offers a plethora of excellent services in terms of documentation compliance and validity of licenses for running the business and also supports establishments and union-afflicted workers to take a just stand on issues, in the company’s interest and not on trivial grounds just for the sake of it, to show the level of aggression.
Respect for all fundamental principles and rights at work (FPRW), including freedom of association and the right to collective bargaining, is an essential foundation of the ILO and key to successful policy and decision-making. As the world of work is changing at an ever-increasing pace, strong, influential and inclusive social dialogue is, and will be, a key vehicle to shape the world of work that we want.
Karma Global is well aware that the lengthening list of supranational regulations is a burden enough for any multinational business, while each jurisdiction implements its regime with its own unique local twists, creating a maze of localized regulations.
Also, it is universally known that compliance timelines are always tighter given the stipulated dates. Sometimes simple oversights on the part of the employers can threaten to damage reputations and jeopardize operations and therefore, such Organizations like Karma Global make it a point to reach out to employers and establishments struggling with compliance in order to keep pace with them so that staying compliant and in good standing with the Government’s rules, across the entire operational footprints is made simpler and easy by Karma Global
We have the reach and resources to be your global partner in regulatory compliance management, easily transforming all regulatory uncertainties into clarity and control.
Our global regulatory health checks, conducted by our teams of local experts, can evaluate your current regulatory standing across every market and solve the country-specific challenges they find.
With our finger permanently on the regulatory pulse – monitoring supranational regulatory schemes and the innumerable pieces of local legislation that give them the force of law – we make sure there are no surprises.
We expertly classify, register, document, assess, review and report across all your regulatory obligations, leaving you free to focus on the business end.
Our deep, country-by-country knowledge, expressed through a 250 -strong network of local offices makes light work of the most intricate local and global reporting obligations.
For clients facing urgent one-off regulatory challenges – perhaps a major cross-border KYC exercise for a time-critical international deal – we can scale up quickly and easily thanks to a flexible structure and global resource base at local, regional, and international levels.
Proprietary blog of Karma Global Tech Management LLC
This blog has been collated and compiled by the internal staff of Karma Global with the knowledge and expertise that they possess, for its monthly newsletter Issue 08 of February 2023 in case of specific or general information or compliance updates for that matter, kindly reach out to the Marketing Team – Kush@karmamgmt.com / yashika@karmamgmt.com