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T2024-2747
| * | | | | Oversight - Discrimination in the Workplace. | Oversight | | Hearing Held by Committee | |
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T2024-2747
| * | | | | Oversight - Discrimination in the Workplace. | Oversight | | Filed, by Committee | |
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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 two 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 such employee’s job position. This bill permits current employees to bring a suit against an employer with 30 or more employees for a violation of this law. The bill would also remove the cure provisions in the existing salary transparency law. | Hearing Held by Committee | |
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Int 0808-2024
| * | Selvena N. Brooks-Powers | | | 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 two 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 such employee’s job position. This bill permits current employees to bring a suit against an employer with 30 or more employees for a violation of this law. The bill would also remove the cure provisions in the existing salary transparency law. | Laid Over by Committee | |
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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. | Hearing Held by Committee | |
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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. | Laid Over by Committee | |
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Int 0982-2024
| * | Tiffany Cabán | | | Pay data reporting by private employers. | Introduction | This bill would require private employers with more than 200 employees working in the City to submit a pay data report to a designated agency in order improve wage transparency. The report would include demographic and occupational information. Employer reports would be submitted annually via a fillable, electronic form. | Hearing Held by Committee | |
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Int 0982-2024
| * | Tiffany Cabán | | | Pay data reporting by private employers. | Introduction | This bill would require private employers with more than 200 employees working in the City to submit a pay data report to a designated agency in order improve wage transparency. The report would include demographic and occupational information. Employer reports would be submitted annually via a fillable, electronic form. | Laid Over by Committee | |
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Int 0984-2024
| * | Amanda Farías | | | Study on pay equity for private employees. | Introduction | This bill would require a designated agency, in coordination with the Commission on Gender Equity and other relevant agencies, to conduct an annual pay equity study on private employers with 200 or more employees. The study would use the pay data information submitted by employers to evaluate whether there are disparities in compensation based on gender and race or ethnicity. The agency would be required to submit to the Mayor and the Speaker of the Council a report on the findings of the study. The agency would also publish the information contained in the pay reports submitted by covered employers. | Hearing Held by Committee | |
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Int 0984-2024
| * | Amanda Farías | | | Study on pay equity for private employees. | Introduction | This bill would require a designated agency, in coordination with the Commission on Gender Equity and other relevant agencies, to conduct an annual pay equity study on private employers with 200 or more employees. The study would use the pay data information submitted by employers to evaluate whether there are disparities in compensation based on gender and race or ethnicity. The agency would be required to submit to the Mayor and the Speaker of the Council a report on the findings of the study. The agency would also publish the information contained in the pay reports submitted by covered employers. | Laid Over by Committee | |
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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. | Hearing Held by Committee | |
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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. | Laid Over by Committee | |
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