New York State Enacts Worker Safety Legislation: NY HERO Act

Apr 27

As the economy across the country continues to recover from the COVID-19 pandemic, the New York State Legislature is working to implement new employment protections. On April 21, portions of the NY HERO Act, which implements new workplace health and safety protections to prevent occupational exposure to airborne infectious disease were signed.

In addition, the legislature is also working to implement two additional bills–one which would ban “no-rehire clauses” and “no-poach agreements.” Brown Kwon & Lam explains what this means for New York employees.

What is the NY HERO Act?

According to the New York State Senate, “The NY HERO Act, or the New York Health and Essential Rights Act, would require the Departments of Labor and Health to implement enforceable minimum standards for workplace safety. The regulations must include protocols on testing, PPE, social distancing, hand hygiene, disinfection, and engineering controls. Workers would also be given a direct role in monitoring and reporting violations through workplace health and safety committees and employees would be protected from retaliation for utilizing their rights under the law.”

Other elements of the Act include:

In addition to the HERO Act, New York State Legislature is also working to enact two additional bills, Bill S766 and Bill S562.

Prohibition of No-Rehire Clauses and No-Poach Ban

The Prohibition of No-Rehire Clause, Bill S766, is currently pending before the full State Senate, and would prohibit employers from including clauses in settlement agreements that prevent employees from applying for, accepting, or engaging in future employment with the employer, or any related entities.

Should the bill go into effect, any agreement containing a rehire clause will be unenforceable except for the employer being bound by obligations to provide full compensation/severance pay for the employee.

Further, Bill S562, also known as the End Employer Collusion Act, prohibits agreements between franchisors and franchisees that restrict entities from hiring the current or former employees of their franchisor or other franchisees. In addition, any employee denied employment would be able to pursue compensatory damages, punitive damages, and attorneys’ fees.

With these changes occurring in New York employment law, employers must be mindful and review current employment contracts and policies to ensure that employees’ rights are being protected. Should they fail to abide, employees need to know, Brown Kwon & Lam is on their side.

New York Worker Safety: Brown Kwon & Lam

As changes occur in the workplace, New York employees need to know that Brown Kwon & Lam is here to protect in their employee rights-related litigation. Contact our firm today for a free consultation.

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