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T2024-2747
| * | | | | Oversight - Discrimination in the Workplace. | Oversight | | | |
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Int 0808-2024
| * | Selvena N. Brooks-Powers | | Proposed Int. No. 808-A | Information required in job listings. | Introduction | This bill would clarify how employers determine the range of pay they would offer for a posted position. It would require that employers who offer pay outside of the originally posted range retain a written record of the reasons for doing so for three years. This legislation would also require that job listings provide a description of the available position, promotion, or transfer opportunity along with the benefits and non-salary or -wage compensation available for the position. Required compensation information would include bonuses, benefits, stocks, bonds, options and equity or ownership, if any. Employers would also be required to disclose compensation information to current employees, annually and upon request, for any equal or substantially similar positions to such employee’s role. | | |
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Int 0871-2024
| * | Kamillah Hanks | | | Extending reasonable workplace accommodations to caregivers. | Introduction | This bill would extend the right to reasonable workplace accommodations to caregivers, as defined in the New York City Human Rights Law. The bill would also require employers to participate in cooperative dialogue regarding the caregiver’s reasonable accommodations. | | |
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Int 0982-2024
| * | Tiffany Cabán | | | Compliance with equal pay laws. | Introduction | This bill would require employers with more than 25 employees working in the City to report to the Department of Consumer and Worker Protection (DCWP) information relating to their employees in order to improve wage transparency. The information required to be reported includes, for each employee: salary and wages earned for the previous calendar year; the month and year the employee was hired; job title; gender; race and ethnicity; birth year; the borough in which the employee works; whether the employee is a member of a labor union; whether the employee works more than 35 hours per week, less than 35 hours per week, or on a seasonal or temporary basis; and whether the employee is a manager. The first report would be due on February 1, 2025, and subsequent reports would be required annually thereafter. Employers covered by this bill would also have to submit a digital affirmation to DCWP every three years, which certifies the employer’s compliance with federal, state, and local equal pay laws. | | |
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Int 0984-2024
| * | Amanda Farías | | | Study on pay and employment equity for private employees. | Introduction | This bill would require the Office of Data Analytics (MODA), in coordination with the Department of Consumer and Worker Protection (DCWP) and the New York City Commission on Human Rights (CCHR), to conduct an annual pay and employment equity study on private employers with 150 or more employees. The study would focus on the identification of pay and employment disparities among employees of such employers based on protected classes in employment under the City’s Human Rights Law. MODA, in coordination with the above mentioned agencies, would also be required to submit to the Mayor and the Speaker of the Council and post online annually a report on the findings of the study, including in part an analysis of the data collected pursuant to the study and recommendations on the development and implementation of pay and employment equity action plans. DCWP and CCHR would need to publicize the recommendations annually to private employers. | | |
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Int 1064-2024
| * | Nantasha M. Williams | | | Requiring transparency concerning promotional opportunities. | Introduction | This bill would require employers to make reasonable efforts to notify their current employees of job opportunities prior to selecting a candidate for the role. This bill would also require employers to provide current employees with information about the selected candidate, so that current employees can prepare for similar opportunities in the future. This bill would only apply to employers with more than 100 employees. | | |
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