Photo of Employment Law Observer Jason S. Greenfield
Associate
jgreenfield@hinshawlaw.com
212-655-3812
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Jason Greenfield handles all phases of litigation. He represents his clients in employment law matters involving discrimination and harassment, as …

Showing 25 posts by Jason S. Greenfield.

New York City to End Its Private Sector COVID-19 Vaccine Mandate

October 5, 2022 by Jason S. Greenfield

On September 20, 2022, Mayor Eric Adams announced that New York City will end its COVID-19 vaccination mandate for private sector employees, effective November 1, 2022. Since December 27, 2021, private and public employees working in New York City were required to provide their employer with “proof of vaccination” before entering the workplace—subject to an employee’s approved religious or medical accommodation. Employees who did not provide their employer with proof of vaccination were prohibited from entering the workplace, with very limited exceptions. More ›

Amendment to New York State Human Rights Law Establishes Toll-Free Confidential Hotline For Workplace Sexual Harassment Complaints

July 7, 2022 by Jason S. Greenfield

An amendment to the New York State Human Rights Law is set to go into effect on July 14, 2022. The new law directs the New York State Division of Human Rights (Division) to operate a toll-free confidential hotline, during regular business hours, which will provide counsel and assistance to individuals with complaints of workplace sexual harassment. The Division is required to recruit attorneys who have experience in handling sexual harassment matters to provide advice and legal services—on a pro-bono basis—to hotline callers. It should be noted, that participating attorneys are prohibited from soliciting or permitting their employees to solicit on the attorney’s behalf, “further representation of any individuals they advise through the hotline relating to discussed sexual harassment complaint.” More ›

New York City Salary Transparency Law Receives Clarification and Subsequent Amendment

May 16, 2022 by Jason S. Greenfield

The pending Salary Transparency Law (the Law)—which requires New York City employers to disclose the minimum and maximum salary when posting an advertisement for a job, promotion, or transfer opportunity—was  further clarified by the New York City Commission on Human Rights and subsequently amended by the New York City Council. More ›

New Amendment to New York Civil Rights Law Requires Employers to Provide Notice to Employees of Electronic Monitoring

May 9, 2022 by Concepcion A. Montoya, Jason S. Greenfield

A previously enacted amendment to the New York Civil Rights Law, effective May 7, 2022, requires employers to provide written or electronic notice to newly hired employees if the employer intends to monitor or intercept telephone conversations, email, or internet access or usage. The amendment also requires employers to obtain an employee's written or electronic acknowledgment before monitoring them. In addition, the employer must post notice of the electronic monitoring in a "conspicuous place," which is readily accessible to the employees who are subject to electronic monitoring to view. More ›

New York City Employers Now Required to Disclose Salary Range When Posting a Job Listing

January 19, 2022 by Jason S. Greenfield

On December 15, 2021, the New York City Council approved a bill amending the New York City Human Rights Law, transforming how employers advertise a job listing. Mayor Eric Adams chose not to veto the legislation before the January 14, 2022 deadline, therefore the new law is set to become effective on May 14, 2022. More ›

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