The New York City Council passed a bill of rights earlier in December. It would require the Department of Consumer and Worker Production (DCWP) to work with the New York City Commission on Human Rights, the Mayor’s Office of Immigrant Affairs (MOIA), and labor and community organizations selected by the DCWP’s commissioner. They would work together to publish a worker’s bill of rights on the city’s website.

Though the mayor did not sign the bill, he did not veto it either. As such, it will become law. The bill of rights details workers’ rights and protections under federal, state, and local laws. It also supplies information about workers’ rights to form a union. The law also explains that immigration status does not affect workers’ rights.

What to Expect

The agencies required to complete the workers’ bill of rights have until March 1, 2024, to post the final draft to New York City’s website. Furthermore, they must post it in all of the designated citywide languages, some temporary languages, and English. The law will also require employers to provide all current workers with a copy of the bill of rights.

Employers must begin providing this information on July 1, 2024. After this date, they must distribute a copy of these rights on the first day of new workers’ employment. However, the current version lacks requirements for independent contractors. Many assume this means the law exempts contractors. 

Employers must post the information on their business premises where employees can access and see it. Furthermore, they must include the bill on the company’s website. Employers who routinely use electronic means to communicate with employees must use other means of accessing the workers’ bill of rights. For example, they must provide access via mobile applications or online.

Unfortunately, the law does not specify whom it covers. Despite this vagueness, many assume employers with workers within New York City’s geographic boundaries fall under this law. Employers must ensure they comply with the new regulations. Failure could lead to penalties, such as the $500 fine. However, employers will have 30 days to correct the violation after they receive their first complaint.

How to Prepare

New York City employers will need to ensure they comply with these new regulations and other relevant employment laws and regulations. Since employment laws and regulations change frequently, it can be challenging to keep up with them. The best way to ensure compliance with this and other employment regulations is to partner with a trustworthy background check company.

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