The guidance implements new requirements passed in the 2023-24 State Budget.

Certain "high-hazard" employers will be required to report injury and illness information to OSHA beginning in January 2024.

The law, which was enacted in 2022, requires covered employers to disclose salary ranges in job advertisements, promotions, or transfer opportunities.

This may be the last extension of the workforce emergency. Providers should begin to prepare for the elimination of flexibilities that allow some out-of-state professionals and recent nursing school graduates to practice in NY and that allow non-licensed individuals to perform certain clinical tasks.

The resources are intended to assist employers to comply with state laws protecting employees from sexual harassment in the workplace. Resources include a Sexual Harassment Model Policy, model forms, FAQs, training materials, and an interactive training video.

EO is met with some concern from various providers.

As announced when the original bill was signed into law in December, both houses of the Legislature passed amendments to modify penalty provisions for mandatory nurse overtime and require reporting in the event that an exception is used to mandate overtime. The amendments are expected to be signed into law. New penalties will take effect June 28, 2023.

DOL announces planned $1 increase for workers north of Westchester County.