🕷️ Crawler Inspector

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Raw Queries and Responses

1. Shard Calculation

Query:

Response:

Calculated Shard: 46 (from laksa033)

2. Crawled Status Check

Query:

curl -X POST \
  'http://laksa046.int.ahrefs:8124/' \
  -H 'Content-Type: text/plain' \
  -H 'X-ClickHouse-Database: crawler3' \
  -H 'Authorization: Basic YXBpOg==' \
  -d 'SELECT getAhrefsURLFromUnparsed(src_unparsed) AS found_url, ifNull(toUnixTimestamp(download_stamp), 0) AS crawl_time, ifNull(toUnixTimestamp(props_url_first_seen), 0) AS first_indexed_time, download_http_code AS http_code, src_unparsed AS src_unparsed, src_root_hash AS src_root_hash, history_drop_reason AS history_drop_reason, meta_title AS meta_title, meta_descriptions AS meta_descriptions, attrs_boilerpipe_text AS attrs_boilerpipe_text, attrs_markdown AS attrs_markdown, attrs_readable_markdown AS attrs_readable_markdown, meta_canonical AS meta_canonical FROM crawler3.page_info_local FINAL PREWHERE (src_root_hash, src_unparsed) IN ((getAhrefsRootHashFromUnparsed(getAhrefsUnparsedNoserviceFromURL(\'https://rbj.net/2026/03/03/labor-employment-laws/\')), getAhrefsUnparsedNoserviceFromURL(\'https://rbj.net/2026/03/03/labor-employment-laws/\'))) FORMAT JSONEachRow'

Response:

{"found_url":"https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/","crawl_time":1776387058,"first_indexed_time":1773066363,"http_code":200,"src_unparsed":"net,rbj!\/2026\/03\/03\/labor-employment-laws\/ s443","src_root_hash":"10670717941790523046","history_drop_reason":null,"meta_title":"Legal experts review new NY employment laws and regulations","meta_descriptions":["Legal experts discussed new state labor and employment laws and regulations during an online event presented by RBJ and The Daily Record."],"attrs_boilerpipe_text":"Listen to this article\nKey takeaways:\nNew York law\neffective in April prohibits using job applicants’ credit history or credit scores in hiring decisions with specific exceptions.\nThe federal\nEEOC\nrescinded 2024 anti-harassment guidance, but New York state continues enforcement on\ngender identity protections\n.\nThe Trapped at Work Act, amended in February, restricts repayment obligations as a condition of employment.\nNew laws require\nNew York employers\nto implement policies addressing workplace\ngender\n-based violence and healthcare facilities to develop violence prevention programs.\nA trio of legal experts on Thursday discussed new state\nlabor\nand employment laws and regulations during an online event presented by the Rochester Business Journal and The Daily Record.\nThe virtual panel sponsored by Harris Beach Murtha and Phillips Lytle LLP included: Matthew Holmes, an associate at Littler; James R. O’Connor, a partner at Phillips Lytle; and Ibrahim Tariq, a partner at Harris Beach Murtha.\nEffective in April, a new law prohibits the use of a job applicant’s credit history, or their credit score, when making a hiring decision.\nIbrahim Tariq\n“If you institute background checks on new applicants … make very sure that whatever background check company you’re using, or if you’re doing it yourself, you’re being very careful to not get their credit score, their credit history,” Tariq said.\nThere are limited exceptions to the law, such as employers that are required by other laws to check an applicant’s credit history. These would include employers in the financial sector and employers that possess sensitive client or customer information, like banking, and national security.\nThe law also includes an exception for employees who will have access to at least $10,000 in third-party funds, or who have access to modify the digital technology and security infrastructure of a business.\n“Before April 18, make sure that your practices and policies are in compliance with this new requirement,” Tariq said.\nIn late January the federal Equal Employment Opportunity Commission revoked the guidance on anti-harassment published in 2024 by the Biden administration.\nBut the EEOC rescinding that guidance does not mean that enforcement around issues like gender identity has ended, Tariq said.\n“When the federal government on the employment side tends to take its foot off the gas on certain elements of enforcement, you can be assured that New York state’s enforcement is going to sort of make up for that balance,” he said.\nThe most important part of the guidance that was rescinded had to do with trans identity status issues.\n“That does not mean that New York state is not going to enforce those protections,” he said.\nFor example, in a situation where an employee refuses to use a co-worker’s pronouns for religious reasons the EEOC might say the employer must grant the religious accommodation request from that one coworker.\nBut New York state’s Division of Human Rights, or Attorney General’s office, will probably respond differently, Tariq said.\nThose agencies would likely find that everybody in the workplace needs to abide by the pronoun usage for all employees, Tariq said.\nIn that sort of a situation, get your legal counsel involved, Tariq suggested.\n“You want to be very careful that you’re not tripping on a hidden wire from either the EEOC or state Division of Human Rights,” he said.\nO’Connor explained New York’s Trapped at Work Act, which was signed into law by Gov. Kathy Hochul in December, and amended two months later.\nInitially, the law generally prohibited promissory notes with employees as a condition of employment, such as when an employer advances money to an employee, and the employee is required to repay the funds if they leave the company.\nJames R. O’Connor\n“The original version of the Act was, suffice it to say, ambiguous, at best. There were a lot of unanswered questions about the scope of… its reach,” O’Connor said.\nThe law was amended and signed by Hochul on Feb. 13 and takes effect on Dec. 19, 2026. The scope of the law has been narrowed and clarified. And there have been some additional exceptions, O’Connor said.\nThe original version of the law applied to any worker, including interns, externs, or independent contractors. The new version now applies only to employees.\nUnder the Act, employers cannot require, as a condition of employment, any such repayment obligation, unless it falls within one of five exceptions.\nThe law permits agreements that require reimbursement of tuition, and related educational costs. Employers can require an employee to pay for any property that the employer has sold or leased to the employee. Employers can require repayment of a bonus, or a relocation cost, stipend, or any other incentive not tied to specific job performance. Employers can require educational personnel to comply with sabbatical leave terms and return to work agreements in relation to a sabbatical. And the fifth exception recognizes that there may be repayment agreements as part of a collective bargaining agreement.\nHolmes talked about two new laws requiring businesses to have policies in place addressing workplace violence.\nEmployers now must provide a certification to public bidding authorities saying that their company has a policy that deals with gender-based violence in the workplace.\nThe law requires employers to create another policy that specifically addresses information on gender-based violence, and how it can impact people at work\nThe law requires employers to be proactive when they learn that employees might be struggling with issues of gender-based violence, Holmes said.\nThe law requires employers to have a written policy addressing gender-based violence. The state Office of Gender-Based Violence and Domestic Violence has created a lengthy template policy, but it includes definitions and requirements that are not found in the actual statute, Holmes said.\nMatthew Holmes\n“Clients feel the need to adopt this rather expansive policy when our assessment of the law is that is not simply required,” Holmes wrote.\nEmployers must share information on what gender-based violence is, and what state agencies could help. It requires a workplace poster that will refer employees to the state domestic and sexual violence hotline. And the state’s template policy requires employers to refer employee survivors to services.\n“There is a concern that employers aren’t taking an active approach when someone comes to them with domestic violence concerns, with just general violence concerns. And they are requiring employers to take a more active role in directing employees to take advantage of those services,” Holmes said.\nAt the end of 2025, Hochul signed a law that requires healthcare facilities, which includes general hospitals and nursing homes, to develop workplace violence prevention programs. The law requires employers in those fields to go a step beyond training and have safety plans and procedures, Holmes said.\n“You’ll actually have to conduct safety assessments. You’ll have to evaluate the risk and put that in writing and develop specific programs for dealing with whatever types of issues that develop as a result of those risk assessments,” Holmes said.\nIn jurisdictions of less than 1 million people, hospitals and nursing homes are required to have at least one off-duty law enforcement officer, or trained security personnel, somewhere on the premises at all times, he said.\n[email protected]\n\/ (585) 232-2035\nl","attrs_markdown":"Please ensure Javascript is enabled for purposes of [website accessibility](https:\/\/userway.org\/)\n\n![BridgeTowerMedia](https:\/\/rbj.net\/files\/2023\/04\/Rectangle-360-image-1.png)\n\n## Select Region or Brand\n- [Business](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n  - [Colorado](https:\/\/coloradobiz.com\/)\n  - [Idaho](https:\/\/idahobusinessreview.com\/)\n  - [Pennsylvania](https:\/\/www.cpbj.com\/)\n  - [Lehigh Valley, PA](https:\/\/www.lvb.com\/)\n  - [Long Island, NY](https:\/\/libn.com\/)\n  - 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[Classified Advertising](https:\/\/rbj.net\/classified-advertising\/)\n  - [Careers](https:\/\/rbj.net\/jobs-at-rbj\/)\n\nCategory: [Virtual Panel Discussions](https:\/\/rbj.net\/category\/virtual-panel-discussions\/) - date\\_display:\n\n## Legal experts review new NY employment laws and regulations\n[Home](https:\/\/rbj.net\/)\\>[Today's Top Stories](https:\/\/rbj.net\/category\/todays-top-stories\/)\\>\n\nLegal experts review new NY employment laws and regulations\n# Legal experts review new NY employment laws and regulations\n- [![twitter](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2018%2015'%3E%3C\/svg%3E)![twitter](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/twitter.svg)](https:\/\/twitter.com\/intent\/tweet?text=Legal%20experts%20review%20new%20NY%20employment%20laws%20and%20regulations&url=https%3A%2F%2Frbj.net%2F2026%2F03%2F03%2Flabor-employment-laws%2F)\n- [![facebook](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2010%2018'%3E%3C\/svg%3E)![facebook](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/facebook.svg)](https:\/\/www.facebook.com\/sharer.php?u=https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/&t=Legal%20experts%20review%20new%20NY%20employment%20laws%20and%20regulations)\n- [![linkedin](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2014%2015'%3E%3C\/svg%3E)![linkedin](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/linkedin.svg)](https:\/\/www.linkedin.com\/shareArticle?mini=true&url=https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/&title=Legal%20experts%20review%20new%20NY%20employment%20laws%20and%20regulations)\n- [![email](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2019%2019'%3E%3C\/svg%3E)![email](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/email.svg)](https:\/\/rbj.net\/cdn-cgi\/l\/email-protection#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 \"Share by Email\")\n\n![](https:\/\/assets.sitespeaker.link\/embed\/skins\/default\/play-icon.png) Listen to this article\n\n##### Key takeaways:\n- [New York law](https:\/\/rbj.net\/tag\/new-york-law\/ \"Posts tagged with New York law\") effective in April prohibits using job applicants’ credit history or credit scores in hiring decisions with specific exceptions.\n- The federal [EEOC](https:\/\/rbj.net\/tag\/eeoc\/ \"Posts tagged with EEOC\") rescinded 2024 anti-harassment guidance, but New York state continues enforcement on [gender identity protections](https:\/\/rbj.net\/tag\/gender-identity-protections\/ \"Posts tagged with gender identity protections\").\n- The Trapped at Work Act, amended in February, restricts repayment obligations as a condition of employment.\n- New laws require [New York employers](https:\/\/rbj.net\/tag\/new-york-employers\/ \"Posts tagged with new york employers\") to implement policies addressing workplace [gender](https:\/\/rbj.net\/tag\/gender\/ \"Posts tagged with gender\")\\-based violence and healthcare facilities to develop violence prevention programs.\n\nA trio of legal experts on Thursday discussed new state [labor](https:\/\/rbj.net\/tag\/labor\/ \"Posts tagged with labor\") and employment laws and regulations during an online event presented by the Rochester Business Journal and The Daily Record.\n\nThe virtual panel sponsored by Harris Beach Murtha and Phillips Lytle LLP included: Matthew Holmes, an associate at Littler; James R. O’Connor, a partner at Phillips Lytle; and Ibrahim Tariq, a partner at Harris Beach Murtha.\n\nEffective in April, a new law prohibits the use of a job applicant’s credit history, or their credit score, when making a hiring decision.\n\n![](https:\/\/rbj.net\/files\/2024\/07\/Ibrahim-Tariq-e1722338790985-219x300.jpg)\n\nIbrahim Tariq\n\n“If you institute background checks on new applicants … make very sure that whatever background check company you’re using, or if you’re doing it yourself, you’re being very careful to not get their credit score, their credit history,” Tariq said.\n\nThere are limited exceptions to the law, such as employers that are required by other laws to check an applicant’s credit history. These would include employers in the financial sector and employers that possess sensitive client or customer information, like banking, and national security.\n\nThe law also includes an exception for employees who will have access to at least \\$10,000 in third-party funds, or who have access to modify the digital technology and security infrastructure of a business.\n\n“Before April 18, make sure that your practices and policies are in compliance with this new requirement,” Tariq said.\n\nIn late January the federal Equal Employment Opportunity Commission revoked the guidance on anti-harassment published in 2024 by the Biden administration.\n\nBut the EEOC rescinding that guidance does not mean that enforcement around issues like gender identity has ended, Tariq said.\n\n“When the federal government on the employment side tends to take its foot off the gas on certain elements of enforcement, you can be assured that New York state’s enforcement is going to sort of make up for that balance,” he said.\n\nThe most important part of the guidance that was rescinded had to do with trans identity status issues.\n\n“That does not mean that New York state is not going to enforce those protections,” he said.\n\nFor example, in a situation where an employee refuses to use a co-worker’s pronouns for religious reasons the EEOC might say the employer must grant the religious accommodation request from that one coworker.\n\nBut New York state’s Division of Human Rights, or Attorney General’s office, will probably respond differently, Tariq said.\n\nThose agencies would likely find that everybody in the workplace needs to abide by the pronoun usage for all employees, Tariq said.\n\nIn that sort of a situation, get your legal counsel involved, Tariq suggested.\n\n“You want to be very careful that you’re not tripping on a hidden wire from either the EEOC or state Division of Human Rights,” he said.\n\nO’Connor explained New York’s Trapped at Work Act, which was signed into law by Gov. Kathy Hochul in December, and amended two months later.\n\nInitially, the law generally prohibited promissory notes with employees as a condition of employment, such as when an employer advances money to an employee, and the employee is required to repay the funds if they leave the company.\n\n![](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20200%20300'%3E%3C\/svg%3E)\n\n![](https:\/\/rbj.net\/files\/2025\/02\/James-R.-OConnor.jpg)\n\nJames R. O’Connor\n\n“The original version of the Act was, suffice it to say, ambiguous, at best. There were a lot of unanswered questions about the scope of… its reach,” O’Connor said.\n\nThe law was amended and signed by Hochul on Feb. 13 and takes effect on Dec. 19, 2026. The scope of the law has been narrowed and clarified. And there have been some additional exceptions, O’Connor said.\n\nThe original version of the law applied to any worker, including interns, externs, or independent contractors. The new version now applies only to employees.\n\nUnder the Act, employers cannot require, as a condition of employment, any such repayment obligation, unless it falls within one of five exceptions.\n\nThe law permits agreements that require reimbursement of tuition, and related educational costs. Employers can require an employee to pay for any property that the employer has sold or leased to the employee. Employers can require repayment of a bonus, or a relocation cost, stipend, or any other incentive not tied to specific job performance. Employers can require educational personnel to comply with sabbatical leave terms and return to work agreements in relation to a sabbatical. And the fifth exception recognizes that there may be repayment agreements as part of a collective bargaining agreement.\n\nHolmes talked about two new laws requiring businesses to have policies in place addressing workplace violence.\n\nEmployers now must provide a certification to public bidding authorities saying that their company has a policy that deals with gender-based violence in the workplace.\n\nThe law requires employers to create another policy that specifically addresses information on gender-based violence, and how it can impact people at work\n\nThe law requires employers to be proactive when they learn that employees might be struggling with issues of gender-based violence, Holmes said.\n\nThe law requires employers to have a written policy addressing gender-based violence. The state Office of Gender-Based Violence and Domestic Violence has created a lengthy template policy, but it includes definitions and requirements that are not found in the actual statute, Holmes said.\n\n![](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20197%20300'%3E%3C\/svg%3E)\n\n![](https:\/\/rbj.net\/files\/2026\/03\/Matthew-Holmes-197x300.jpg)\n\nMatthew Holmes\n\n“Clients feel the need to adopt this rather expansive policy when our assessment of the law is that is not simply required,” Holmes wrote.\n\nEmployers must share information on what gender-based violence is, and what state agencies could help. It requires a workplace poster that will refer employees to the state domestic and sexual violence hotline. And the state’s template policy requires employers to refer employee survivors to services.\n\n“There is a concern that employers aren’t taking an active approach when someone comes to them with domestic violence concerns, with just general violence concerns. And they are requiring employers to take a more active role in directing employees to take advantage of those services,” Holmes said.\n\nAt the end of 2025, Hochul signed a law that requires healthcare facilities, which includes general hospitals and nursing homes, to develop workplace violence prevention programs. The law requires employers in those fields to go a step beyond training and have safety plans and procedures, Holmes said.\n\n“You’ll actually have to conduct safety assessments. You’ll have to evaluate the risk and put that in writing and develop specific programs for dealing with whatever types of issues that develop as a result of those risk assessments,” Holmes said.\n\nIn jurisdictions of less than 1 million people, hospitals and nursing homes are required to have at least one off-duty law enforcement officer, or trained security personnel, somewhere on the premises at all times, he said.\n\n*[\\[email protected\\]](https:\/\/rbj.net\/cdn-cgi\/l\/email-protection#c0828cafb5a4afae8082b2a9a4a7a594afb7a5b28da5a4a9a1eea3afad) \/ (585) 232-2035*\n\nl\n\nTags: [new york employers](https:\/\/rbj.net\/tag\/new-york-employers\/ \"new york employers\"), [labor](https:\/\/rbj.net\/tag\/labor\/ \"labor\"), [gender identity protections](https:\/\/rbj.net\/tag\/gender-identity-protections\/ \"gender identity protections\"), [New York law](https:\/\/rbj.net\/tag\/new-york-law\/ \"New York law\"), [employment law](https:\/\/rbj.net\/tag\/employment-law\/ \"employment law\"), [EEOC](https:\/\/rbj.net\/tag\/eeoc\/ \"EEOC\"), [gender](https:\/\/rbj.net\/tag\/gender\/ \"gender\")\n\n#### Related Articles\n- [AI, DEI, noncompetes reshape NY employment law](https:\/\/rbj.net\/2025\/05\/28\/ny-employment-law-ai-dei-noncompetes-2025\/ \"AI, DEI, noncompetes reshape NY employment law (28.05.2025)\")\n- [Rochester CRE outlook for 2026 highlights labor, electrification challenges](https:\/\/rbj.net\/2026\/02\/24\/rochester-construction-real-estate-outlook-2026\/ \"Rochester CRE outlook for 2026 highlights labor, electrification challenges (24.02.2026)\")\n- [NY ‘trigger bill’ says state labor board can act when NLRB cannot](https:\/\/rbj.net\/2025\/09\/09\/new-york-nlrb-trigger-law-worker-rights\/ \"NY ‘trigger bill’ says state labor board can act when NLRB cannot (09.09.2025)\")\n- [Knock, knock! When the Department of Labor shows up \\| Employer Handbook](https:\/\/rbj.net\/2025\/05\/30\/knock-knock-when-the-department-of-labor-shows-up-employer-handbook\/ \"Knock, knock! When the Department of Labor shows up | Employer Handbook (30.05.2025)\")\n- [Employment credit checks set to be illegal in NY](https:\/\/rbj.net\/2026\/04\/15\/new-york-bans-employment-credit-checks-april-18\/ \"Employment credit checks set to be illegal in NY (15.04.2026)\")\n\nShare this\\!\n\n- [![twitter](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2018%2015'%3E%3C\/svg%3E)![twitter](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/twitter.svg)](https:\/\/twitter.com\/intent\/tweet?text=Legal%20experts%20review%20new%20NY%20employment%20laws%20and%20regulations&url=https%3A%2F%2Frbj.net%2F2026%2F03%2F03%2Flabor-employment-laws%2F)\n- [![facebook](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2010%2018'%3E%3C\/svg%3E)![facebook](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/facebook.svg)](https:\/\/www.facebook.com\/sharer\/sharer.php?u=https%3A%2F%2Frbj.net%2F2026%2F03%2F03%2Flabor-employment-laws%2F)\n- [![linkedin](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2014%2015'%3E%3C\/svg%3E)![linkedin](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/linkedin.svg)](https:\/\/www.linkedin.com\/shareArticle?mini=true&url=https%3A%2F%2Frbj.net%2F2026%2F03%2F03%2Flabor-employment-laws%2F&title=https%3A%2F%2Frbj.net%2F2026%2F03%2F03%2Flabor-employment-laws%2F)\n- [![email](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2019%2019'%3E%3C\/svg%3E)![email](https:\/\/rbj.net\/wp-content\/themes\/hello-elementor\/images\/email.svg)](https:\/\/rbj.net\/cdn-cgi\/l\/email-protection#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 \"Share by Email\")\n\n## Related Content\n[![Small business loan paper on clipboard by Depositphotos](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20304%20175'%3E%3C\/svg%3E) ![Small business loan paper on clipboard by Depositphotos](https:\/\/rbj.net\/files\/2026\/04\/Depositphotos_381969486_S-304x175.jpg) Smart borrowing in a higher-rate environment \\| Viewpoint Commentary: For small businesses, borrowing money should never be a one-size-fits-all scenario, especially whe\\[...\\] **April 16, 2026**](https:\/\/rbj.net\/2026\/04\/16\/smart-borrowing-in-a-higher-rate-environment-viewpoint\/)\n\n[![Smyth Hall at Nazareth University. 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spending.](https:\/\/rbj.net\/2026\/04\/16\/excellus-bcbs-rising-costs-upstate-new-york\/)\n\n[![What Rochester’s small business owners miss by separating strategy, wealth \\| Viewpoint](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20304%20162'%3E%3C\/svg%3E) ![What Rochester’s small business owners miss by separating strategy, wealth \\| Viewpoint](https:\/\/rbj.net\/files\/2026\/04\/Depositphotos_646939910_S-304x162.jpg) What Rochester’s small business owners miss by separating strate\\[...\\] Commentary: Nicole Newman highlights how small business owners in Rochester often separate business strategy from wealth plan\\[...\\]](https:\/\/rbj.net\/2026\/04\/16\/small-business-owners-rochester-miss-strategy-wealth\/)\n\n[![On Sports Scott Pitoniak](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%20304%20162'%3E%3C\/svg%3E) ![On Sports Scott Pitoniak](https:\/\/rbj.net\/files\/2025\/07\/On-Sports-Scott-Pitoniak-304x162.png) A Rochester woman was there when Jackie Robinson blazed a trail \\| On S\\[...\\] Commentary: A few years before recruiting Jackie Robinson to take a bat to bigotry in 1947, Branch Rickey recruited a former \\[...\\]](https:\/\/rbj.net\/2026\/04\/15\/a-rochester-woman-was-there-when-jackie-robinson-blazed-a-trail-on-sports\/)\n\n## [Virtual Panel Discussions](https:\/\/rbj.net\/category\/virtual-panel-discussions\/)\n[![Labor & Employment Law – Virtual Panel Discussion](https:\/\/rbj.net\/files\/2025\/01\/LOGO_Webinar_Virtual_Panel_Discussion_webinar-logo-122022-1296x864-1-50x33.png) Legal experts review new NY employment laws and regulations 3\/3\/2026](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n\n[![Immigration and Customs Enforcement logo with gavel](https:\/\/rbj.net\/files\/2025\/03\/Depositphotos_78972974_S-50x33.jpg) Preparing for Trump’s new immigration policies – Virtual Panel 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Be prepared. \\| Virtual Panel Discussion 12\/23\/2024](https:\/\/rbj.net\/2024\/12\/23\/ai-is-here-be-prepared-virtual-panel-discussion\/)\n\n[![State of Real Estate 2024](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2050%2033'%3E%3C\/svg%3E) ![State of Real Estate 2024](https:\/\/rbj.net\/files\/2022\/12\/RBJ-NYDR-new-webinar-logo-122022.png) Financial planning literacy for everyone \\| Virtual Panel Discussion 10\/28\/2024](https:\/\/rbj.net\/2024\/10\/28\/financial-planning-literacy-for-everyone-virtual-panel-discussion\/)\n\n[![State of Real Estate 2024](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%2050%2033'%3E%3C\/svg%3E) ![State of Real Estate 2024](https:\/\/rbj.net\/files\/2022\/12\/RBJ-NYDR-new-webinar-logo-122022.png) The importance of communicating employee benefits with employees – Virtual Panel Discuss\\[...\\] 9\/30\/2024](https:\/\/rbj.net\/2024\/09\/30\/the-importance-of-communicating-employee-benefits-with-employees-virtual-panel-discussion\/)\n\n[![RBJ Logo](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%200%200'%3E%3C\/svg%3E)![RBJ Logo](https:\/\/rbj.net\/files\/2023\/04\/RBJ-1.svg)](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n\n- [News](https:\/\/rbj.net\/category\/todays-top-stories\/)\n- [Events](https:\/\/rbj.net\/events)\n- [Leads & Data Center](https:\/\/rbj.net\/data-center)\n  - 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All rights reserved.\n\nUse of this website is subject to its [Terms of Use](https:\/\/bridgetowermedia.com\/subscriber-agreement\/) \\| [Privacy Policy](https:\/\/bridgetowermedia.com\/privacy-policy\/) \\| [Your California Privacy Rights\/Privacy Policy](https:\/\/bridgetowermedia.com\/ccpa\/) \\| [Do Not Sell My Info\/Cookie Policy](https:\/\/bridgetowermedia.com\/cookie-policy\/)\n\n![](data:image\/svg+xml,%3Csvg%20xmlns='http:\/\/www.w3.org\/2000\/svg'%20viewBox='0%200%201%201'%3E%3C\/svg%3E)\n\n![](https:\/\/jelly.mdhv.io\/v1\/star.gif?pid=Nc3IFaV3qc3TKDOaTipDGLacFTDR&src=mh&evt=hi)\n\nManage Consent\n\nThis website uses cookies, web beacons, pixels, tags, software development kits, and related tracking technologies, as described in our [Privacy Policy](https:\/\/bridgetowermedia.com\/\/privacy-policy\/) and [Cookie Policy](https:\/\/bridgetowermedia.com\/cookie-policy\/), for purposes that may include website operation, analytics, analyzing site usage, enhancing site navigation optimizing a user's experience, and third-party advertising or marketing purposes. Through these technologies, we and certain third parties may automatically collect information about your interactions with our website, such as your browsing behavior and page views. We also may share this information about your activity on our website with our social media, advertising, analytics, and other business partners. By clicking “Accept All”, you consent to the use of these technologies and that we can share information about your activity on our website with third parties in accordance with our [Privacy Policy](https:\/\/bridgetowermedia.com\/\/privacy-policy\/) and [Cookie Policy](https:\/\/bridgetowermedia.com\/cookie-policy\/). 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Without a subpoena, voluntary compliance on the part of your Internet Service Provider, or additional records from a third party, information stored or retrieved for this purpose alone cannot usually be used to identify you.\n\nAdvertisement\n\nAdvertisement\n\nThe technical storage or access is required to create user profiles to send advertising, or to track the user on a website or across several websites for similar marketing purposes.\n\n- [Manage options](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n- [Manage services](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n- [Manage {vendor\\_count} vendors](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n- [Read more about these purposes](https:\/\/cookiedatabase.org\/tcf\/purposes\/)\n\nAccept All\n\nReject All\n\nCookies Settings\n\nSave preferences\n\n[Cookies Settings](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n\n- [{title}](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n- [{title}](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n- [{title}](https:\/\/rbj.net\/2026\/03\/03\/labor-employment-laws\/)\n\nManage consent","attrs_readable_markdown":"![](https:\/\/assets.sitespeaker.link\/embed\/skins\/default\/play-icon.png) Listen to this article\n\n##### Key takeaways:\n- [New York law](https:\/\/rbj.net\/tag\/new-york-law\/ \"Posts tagged with New York law\") effective in April prohibits using job applicants’ credit history or credit scores in hiring decisions with specific exceptions.\n- The federal [EEOC](https:\/\/rbj.net\/tag\/eeoc\/ \"Posts tagged with EEOC\") rescinded 2024 anti-harassment guidance, but New York state continues enforcement on [gender identity protections](https:\/\/rbj.net\/tag\/gender-identity-protections\/ \"Posts tagged with gender identity protections\").\n- The Trapped at Work Act, amended in February, restricts repayment obligations as a condition of employment.\n- New laws require [New York employers](https:\/\/rbj.net\/tag\/new-york-employers\/ \"Posts tagged with new york employers\") to implement policies addressing workplace [gender](https:\/\/rbj.net\/tag\/gender\/ \"Posts tagged with gender\")\\-based violence and healthcare facilities to develop violence prevention programs.\n\nA trio of legal experts on Thursday discussed new state [labor](https:\/\/rbj.net\/tag\/labor\/ \"Posts tagged with labor\") and employment laws and regulations during an online event presented by the Rochester Business Journal and The Daily Record.\n\nThe virtual panel sponsored by Harris Beach Murtha and Phillips Lytle LLP included: Matthew Holmes, an associate at Littler; James R. O’Connor, a partner at Phillips Lytle; and Ibrahim Tariq, a partner at Harris Beach Murtha.\n\nEffective in April, a new law prohibits the use of a job applicant’s credit history, or their credit score, when making a hiring decision.\n\n![](https:\/\/rbj.net\/files\/2024\/07\/Ibrahim-Tariq-e1722338790985-219x300.jpg)\n\nIbrahim Tariq\n\n“If you institute background checks on new applicants … make very sure that whatever background check company you’re using, or if you’re doing it yourself, you’re being very careful to not get their credit score, their credit history,” Tariq said.\n\nThere are limited exceptions to the law, such as employers that are required by other laws to check an applicant’s credit history. These would include employers in the financial sector and employers that possess sensitive client or customer information, like banking, and national security.\n\nThe law also includes an exception for employees who will have access to at least \\$10,000 in third-party funds, or who have access to modify the digital technology and security infrastructure of a business.\n\n“Before April 18, make sure that your practices and policies are in compliance with this new requirement,” Tariq said.\n\nIn late January the federal Equal Employment Opportunity Commission revoked the guidance on anti-harassment published in 2024 by the Biden administration.\n\nBut the EEOC rescinding that guidance does not mean that enforcement around issues like gender identity has ended, Tariq said.\n\n“When the federal government on the employment side tends to take its foot off the gas on certain elements of enforcement, you can be assured that New York state’s enforcement is going to sort of make up for that balance,” he said.\n\nThe most important part of the guidance that was rescinded had to do with trans identity status issues.\n\n“That does not mean that New York state is not going to enforce those protections,” he said.\n\nFor example, in a situation where an employee refuses to use a co-worker’s pronouns for religious reasons the EEOC might say the employer must grant the religious accommodation request from that one coworker.\n\nBut New York state’s Division of Human Rights, or Attorney General’s office, will probably respond differently, Tariq said.\n\nThose agencies would likely find that everybody in the workplace needs to abide by the pronoun usage for all employees, Tariq said.\n\nIn that sort of a situation, get your legal counsel involved, Tariq suggested.\n\n“You want to be very careful that you’re not tripping on a hidden wire from either the EEOC or state Division of Human Rights,” he said.\n\nO’Connor explained New York’s Trapped at Work Act, which was signed into law by Gov. Kathy Hochul in December, and amended two months later.\n\nInitially, the law generally prohibited promissory notes with employees as a condition of employment, such as when an employer advances money to an employee, and the employee is required to repay the funds if they leave the company.\n\n![](https:\/\/rbj.net\/files\/2025\/02\/James-R.-OConnor.jpg)\n\nJames R. O’Connor\n\n“The original version of the Act was, suffice it to say, ambiguous, at best. There were a lot of unanswered questions about the scope of… its reach,” O’Connor said.\n\nThe law was amended and signed by Hochul on Feb. 13 and takes effect on Dec. 19, 2026. The scope of the law has been narrowed and clarified. And there have been some additional exceptions, O’Connor said.\n\nThe original version of the law applied to any worker, including interns, externs, or independent contractors. The new version now applies only to employees.\n\nUnder the Act, employers cannot require, as a condition of employment, any such repayment obligation, unless it falls within one of five exceptions.\n\nThe law permits agreements that require reimbursement of tuition, and related educational costs. Employers can require an employee to pay for any property that the employer has sold or leased to the employee. Employers can require repayment of a bonus, or a relocation cost, stipend, or any other incentive not tied to specific job performance. Employers can require educational personnel to comply with sabbatical leave terms and return to work agreements in relation to a sabbatical. And the fifth exception recognizes that there may be repayment agreements as part of a collective bargaining agreement.\n\nHolmes talked about two new laws requiring businesses to have policies in place addressing workplace violence.\n\nEmployers now must provide a certification to public bidding authorities saying that their company has a policy that deals with gender-based violence in the workplace.\n\nThe law requires employers to create another policy that specifically addresses information on gender-based violence, and how it can impact people at work\n\nThe law requires employers to be proactive when they learn that employees might be struggling with issues of gender-based violence, Holmes said.\n\nThe law requires employers to have a written policy addressing gender-based violence. The state Office of Gender-Based Violence and Domestic Violence has created a lengthy template policy, but it includes definitions and requirements that are not found in the actual statute, Holmes said.\n\n![](https:\/\/rbj.net\/files\/2026\/03\/Matthew-Holmes-197x300.jpg)\n\nMatthew Holmes\n\n“Clients feel the need to adopt this rather expansive policy when our assessment of the law is that is not simply required,” Holmes wrote.\n\nEmployers must share information on what gender-based violence is, and what state agencies could help. It requires a workplace poster that will refer employees to the state domestic and sexual violence hotline. And the state’s template policy requires employers to refer employee survivors to services.\n\n“There is a concern that employers aren’t taking an active approach when someone comes to them with domestic violence concerns, with just general violence concerns. And they are requiring employers to take a more active role in directing employees to take advantage of those services,” Holmes said.\n\nAt the end of 2025, Hochul signed a law that requires healthcare facilities, which includes general hospitals and nursing homes, to develop workplace violence prevention programs. The law requires employers in those fields to go a step beyond training and have safety plans and procedures, Holmes said.\n\n“You’ll actually have to conduct safety assessments. You’ll have to evaluate the risk and put that in writing and develop specific programs for dealing with whatever types of issues that develop as a result of those risk assessments,” Holmes said.\n\nIn jurisdictions of less than 1 million people, hospitals and nursing homes are required to have at least one off-duty law enforcement officer, or trained security personnel, somewhere on the premises at all times, he said.\n\n*[\\[email protected\\]](https:\/\/rbj.net\/cdn-cgi\/l\/email-protection#c0828cafb5a4afae8082b2a9a4a7a594afb7a5b28da5a4a9a1eea3afad) \/ (585) 232-2035*\n\nl","meta_canonical":null}

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Boilerpipe Text	Listen to this article Key takeaways: New York law effective in April prohibits using job applicants’ credit history or credit scores in hiring decisions with specific exceptions. The federal EEOC rescinded 2024 anti-harassment guidance, but New York state continues enforcement on gender identity protections . The Trapped at Work Act, amended in February, restricts repayment obligations as a condition of employment. New laws require New York employers to implement policies addressing workplace gender -based violence and healthcare facilities to develop violence prevention programs. A trio of legal experts on Thursday discussed new state labor and employment laws and regulations during an online event presented by the Rochester Business Journal and The Daily Record. The virtual panel sponsored by Harris Beach Murtha and Phillips Lytle LLP included: Matthew Holmes, an associate at Littler; James R. O’Connor, a partner at Phillips Lytle; and Ibrahim Tariq, a partner at Harris Beach Murtha. Effective in April, a new law prohibits the use of a job applicant’s credit history, or their credit score, when making a hiring decision. Ibrahim Tariq “If you institute background checks on new applicants … make very sure that whatever background check company you’re using, or if you’re doing it yourself, you’re being very careful to not get their credit score, their credit history,” Tariq said. There are limited exceptions to the law, such as employers that are required by other laws to check an applicant’s credit history. These would include employers in the financial sector and employers that possess sensitive client or customer information, like banking, and national security. The law also includes an exception for employees who will have access to at least $10,000 in third-party funds, or who have access to modify the digital technology and security infrastructure of a business. “Before April 18, make sure that your practices and policies are in compliance with this new requirement,” Tariq said. In late January the federal Equal Employment Opportunity Commission revoked the guidance on anti-harassment published in 2024 by the Biden administration. But the EEOC rescinding that guidance does not mean that enforcement around issues like gender identity has ended, Tariq said. “When the federal government on the employment side tends to take its foot off the gas on certain elements of enforcement, you can be assured that New York state’s enforcement is going to sort of make up for that balance,” he said. The most important part of the guidance that was rescinded had to do with trans identity status issues. “That does not mean that New York state is not going to enforce those protections,” he said. For example, in a situation where an employee refuses to use a co-worker’s pronouns for religious reasons the EEOC might say the employer must grant the religious accommodation request from that one coworker. But New York state’s Division of Human Rights, or Attorney General’s office, will probably respond differently, Tariq said. Those agencies would likely find that everybody in the workplace needs to abide by the pronoun usage for all employees, Tariq said. In that sort of a situation, get your legal counsel involved, Tariq suggested. “You want to be very careful that you’re not tripping on a hidden wire from either the EEOC or state Division of Human Rights,” he said. O’Connor explained New York’s Trapped at Work Act, which was signed into law by Gov. Kathy Hochul in December, and amended two months later. Initially, the law generally prohibited promissory notes with employees as a condition of employment, such as when an employer advances money to an employee, and the employee is required to repay the funds if they leave the company. James R. O’Connor “The original version of the Act was, suffice it to say, ambiguous, at best. There were a lot of unanswered questions about the scope of… its reach,” O’Connor said. The law was amended and signed by Hochul on Feb. 13 and takes effect on Dec. 19, 2026. The scope of the law has been narrowed and clarified. And there have been some additional exceptions, O’Connor said. The original version of the law applied to any worker, including interns, externs, or independent contractors. The new version now applies only to employees. Under the Act, employers cannot require, as a condition of employment, any such repayment obligation, unless it falls within one of five exceptions. The law permits agreements that require reimbursement of tuition, and related educational costs. Employers can require an employee to pay for any property that the employer has sold or leased to the employee. Employers can require repayment of a bonus, or a relocation cost, stipend, or any other incentive not tied to specific job performance. Employers can require educational personnel to comply with sabbatical leave terms and return to work agreements in relation to a sabbatical. And the fifth exception recognizes that there may be repayment agreements as part of a collective bargaining agreement. Holmes talked about two new laws requiring businesses to have policies in place addressing workplace violence. Employers now must provide a certification to public bidding authorities saying that their company has a policy that deals with gender-based violence in the workplace. The law requires employers to create another policy that specifically addresses information on gender-based violence, and how it can impact people at work The law requires employers to be proactive when they learn that employees might be struggling with issues of gender-based violence, Holmes said. The law requires employers to have a written policy addressing gender-based violence. The state Office of Gender-Based Violence and Domestic Violence has created a lengthy template policy, but it includes definitions and requirements that are not found in the actual statute, Holmes said. Matthew Holmes “Clients feel the need to adopt this rather expansive policy when our assessment of the law is that is not simply required,” Holmes wrote. Employers must share information on what gender-based violence is, and what state agencies could help. It requires a workplace poster that will refer employees to the state domestic and sexual violence hotline. And the state’s template policy requires employers to refer employee survivors to services. “There is a concern that employers aren’t taking an active approach when someone comes to them with domestic violence concerns, with just general violence concerns. And they are requiring employers to take a more active role in directing employees to take advantage of those services,” Holmes said. At the end of 2025, Hochul signed a law that requires healthcare facilities, which includes general hospitals and nursing homes, to develop workplace violence prevention programs. The law requires employers in those fields to go a step beyond training and have safety plans and procedures, Holmes said. “You’ll actually have to conduct safety assessments. You’ll have to evaluate the risk and put that in writing and develop specific programs for dealing with whatever types of issues that develop as a result of those risk assessments,” Holmes said. In jurisdictions of less than 1 million people, hospitals and nursing homes are required to have at least one off-duty law enforcement officer, or trained security personnel, somewhere on the premises at all times, he said. [email protected] / (585) 232-2035 l
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[![email](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%2019%2019'%3E%3C/svg%3E)![email](https://rbj.net/wp-content/themes/hello-elementor/images/email.svg)](https://rbj.net/cdn-cgi/l/email-protection#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 "Share by Email") ![](https://assets.sitespeaker.link/embed/skins/default/play-icon.png) Listen to this article ##### Key takeaways: - [New York law](https://rbj.net/tag/new-york-law/ "Posts tagged with New York law") effective in April prohibits using job applicants’ credit history or credit scores in hiring decisions with specific exceptions. - The federal [EEOC](https://rbj.net/tag/eeoc/ "Posts tagged with EEOC") rescinded 2024 anti-harassment guidance, but New York state continues enforcement on [gender identity protections](https://rbj.net/tag/gender-identity-protections/ "Posts tagged with gender identity protections"). - The Trapped at Work Act, amended in February, restricts repayment obligations as a condition of employment. - New laws require [New York employers](https://rbj.net/tag/new-york-employers/ "Posts tagged with new york employers") to implement policies addressing workplace [gender](https://rbj.net/tag/gender/ "Posts tagged with gender")\-based violence and healthcare facilities to develop violence prevention programs. A trio of legal experts on Thursday discussed new state [labor](https://rbj.net/tag/labor/ "Posts tagged with labor") and employment laws and regulations during an online event presented by the Rochester Business Journal and The Daily Record. The virtual panel sponsored by Harris Beach Murtha and Phillips Lytle LLP included: Matthew Holmes, an associate at Littler; James R. O’Connor, a partner at Phillips Lytle; and Ibrahim Tariq, a partner at Harris Beach Murtha. Effective in April, a new law prohibits the use of a job applicant’s credit history, or their credit score, when making a hiring decision. ![](https://rbj.net/files/2024/07/Ibrahim-Tariq-e1722338790985-219x300.jpg) Ibrahim Tariq “If you institute background checks on new applicants … make very sure that whatever background check company you’re using, or if you’re doing it yourself, you’re being very careful to not get their credit score, their credit history,” Tariq said. There are limited exceptions to the law, such as employers that are required by other laws to check an applicant’s credit history. These would include employers in the financial sector and employers that possess sensitive client or customer information, like banking, and national security. The law also includes an exception for employees who will have access to at least \$10,000 in third-party funds, or who have access to modify the digital technology and security infrastructure of a business. “Before April 18, make sure that your practices and policies are in compliance with this new requirement,” Tariq said. In late January the federal Equal Employment Opportunity Commission revoked the guidance on anti-harassment published in 2024 by the Biden administration. But the EEOC rescinding that guidance does not mean that enforcement around issues like gender identity has ended, Tariq said. “When the federal government on the employment side tends to take its foot off the gas on certain elements of enforcement, you can be assured that New York state’s enforcement is going to sort of make up for that balance,” he said. The most important part of the guidance that was rescinded had to do with trans identity status issues. “That does not mean that New York state is not going to enforce those protections,” he said. For example, in a situation where an employee refuses to use a co-worker’s pronouns for religious reasons the EEOC might say the employer must grant the religious accommodation request from that one coworker. But New York state’s Division of Human Rights, or Attorney General’s office, will probably respond differently, Tariq said. Those agencies would likely find that everybody in the workplace needs to abide by the pronoun usage for all employees, Tariq said. In that sort of a situation, get your legal counsel involved, Tariq suggested. “You want to be very careful that you’re not tripping on a hidden wire from either the EEOC or state Division of Human Rights,” he said. O’Connor explained New York’s Trapped at Work Act, which was signed into law by Gov. Kathy Hochul in December, and amended two months later. Initially, the law generally prohibited promissory notes with employees as a condition of employment, such as when an employer advances money to an employee, and the employee is required to repay the funds if they leave the company. ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20200%20300'%3E%3C/svg%3E) ![](https://rbj.net/files/2025/02/James-R.-OConnor.jpg) James R. O’Connor “The original version of the Act was, suffice it to say, ambiguous, at best. There were a lot of unanswered questions about the scope of… its reach,” O’Connor said. The law was amended and signed by Hochul on Feb. 13 and takes effect on Dec. 19, 2026. The scope of the law has been narrowed and clarified. And there have been some additional exceptions, O’Connor said. The original version of the law applied to any worker, including interns, externs, or independent contractors. The new version now applies only to employees. Under the Act, employers cannot require, as a condition of employment, any such repayment obligation, unless it falls within one of five exceptions. The law permits agreements that require reimbursement of tuition, and related educational costs. Employers can require an employee to pay for any property that the employer has sold or leased to the employee. Employers can require repayment of a bonus, or a relocation cost, stipend, or any other incentive not tied to specific job performance. Employers can require educational personnel to comply with sabbatical leave terms and return to work agreements in relation to a sabbatical. And the fifth exception recognizes that there may be repayment agreements as part of a collective bargaining agreement. Holmes talked about two new laws requiring businesses to have policies in place addressing workplace violence. Employers now must provide a certification to public bidding authorities saying that their company has a policy that deals with gender-based violence in the workplace. The law requires employers to create another policy that specifically addresses information on gender-based violence, and how it can impact people at work The law requires employers to be proactive when they learn that employees might be struggling with issues of gender-based violence, Holmes said. The law requires employers to have a written policy addressing gender-based violence. The state Office of Gender-Based Violence and Domestic Violence has created a lengthy template policy, but it includes definitions and requirements that are not found in the actual statute, Holmes said. ![](data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20197%20300'%3E%3C/svg%3E) ![](https://rbj.net/files/2026/03/Matthew-Holmes-197x300.jpg) Matthew Holmes “Clients feel the need to adopt this rather expansive policy when our assessment of the law is that is not simply required,” Holmes wrote. Employers must share information on what gender-based violence is, and what state agencies could help. It requires a workplace poster that will refer employees to the state domestic and sexual violence hotline. And the state’s template policy requires employers to refer employee survivors to services. “There is a concern that employers aren’t taking an active approach when someone comes to them with domestic violence concerns, with just general violence concerns. And they are requiring employers to take a more active role in directing employees to take advantage of those services,” Holmes said. At the end of 2025, Hochul signed a law that requires healthcare facilities, which includes general hospitals and nursing homes, to develop workplace violence prevention programs. The law requires employers in those fields to go a step beyond training and have safety plans and procedures, Holmes said. “You’ll actually have to conduct safety assessments. You’ll have to evaluate the risk and put that in writing and develop specific programs for dealing with whatever types of issues that develop as a result of those risk assessments,” Holmes said. In jurisdictions of less than 1 million people, hospitals and nursing homes are required to have at least one off-duty law enforcement officer, or trained security personnel, somewhere on the premises at all times, he said. [\[email protected\]](https://rbj.net/cdn-cgi/l/email-protection#c0828cafb5a4afae8082b2a9a4a7a594afb7a5b28da5a4a9a1eea3afad) / (585) 232-2035 l Tags: [new york employers](https://rbj.net/tag/new-york-employers/ "new york employers"), [labor](https://rbj.net/tag/labor/ "labor"), [gender identity protections](https://rbj.net/tag/gender-identity-protections/ "gender identity protections"), [New York law](https://rbj.net/tag/new-york-law/ "New York law"), [employment law](https://rbj.net/tag/employment-law/ "employment law"), [EEOC](https://rbj.net/tag/eeoc/ "EEOC"), [gender](https://rbj.net/tag/gender/ "gender") #### Related Articles - [AI, DEI, noncompetes reshape NY employment law](https://rbj.net/2025/05/28/ny-employment-law-ai-dei-noncompetes-2025/ "AI, DEI, noncompetes reshape NY employment law (28.05.2025)") - [Rochester CRE outlook for 2026 highlights labor, electrification challenges](https://rbj.net/2026/02/24/rochester-construction-real-estate-outlook-2026/ "Rochester CRE outlook for 2026 highlights labor, electrification challenges (24.02.2026)") - [NY ‘trigger bill’ says state labor board can act when NLRB cannot](https://rbj.net/2025/09/09/new-york-nlrb-trigger-law-worker-rights/ "NY ‘trigger bill’ says state labor board can act when NLRB cannot (09.09.2025)") - [Knock, knock! When the Department of Labor shows up \\| Employer Handbook](https://rbj.net/2025/05/30/knock-knock-when-the-department-of-labor-shows-up-employer-handbook/ "Knock, knock! 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Readable Markdown	![](https://assets.sitespeaker.link/embed/skins/default/play-icon.png) Listen to this article ##### Key takeaways: - [New York law](https://rbj.net/tag/new-york-law/ "Posts tagged with New York law") effective in April prohibits using job applicants’ credit history or credit scores in hiring decisions with specific exceptions. - The federal [EEOC](https://rbj.net/tag/eeoc/ "Posts tagged with EEOC") rescinded 2024 anti-harassment guidance, but New York state continues enforcement on [gender identity protections](https://rbj.net/tag/gender-identity-protections/ "Posts tagged with gender identity protections"). - The Trapped at Work Act, amended in February, restricts repayment obligations as a condition of employment. - New laws require [New York employers](https://rbj.net/tag/new-york-employers/ "Posts tagged with new york employers") to implement policies addressing workplace [gender](https://rbj.net/tag/gender/ "Posts tagged with gender")\-based violence and healthcare facilities to develop violence prevention programs. A trio of legal experts on Thursday discussed new state [labor](https://rbj.net/tag/labor/ "Posts tagged with labor") and employment laws and regulations during an online event presented by the Rochester Business Journal and The Daily Record. The virtual panel sponsored by Harris Beach Murtha and Phillips Lytle LLP included: Matthew Holmes, an associate at Littler; James R. O’Connor, a partner at Phillips Lytle; and Ibrahim Tariq, a partner at Harris Beach Murtha. Effective in April, a new law prohibits the use of a job applicant’s credit history, or their credit score, when making a hiring decision. ![](https://rbj.net/files/2024/07/Ibrahim-Tariq-e1722338790985-219x300.jpg) Ibrahim Tariq “If you institute background checks on new applicants … make very sure that whatever background check company you’re using, or if you’re doing it yourself, you’re being very careful to not get their credit score, their credit history,” Tariq said. There are limited exceptions to the law, such as employers that are required by other laws to check an applicant’s credit history. These would include employers in the financial sector and employers that possess sensitive client or customer information, like banking, and national security. The law also includes an exception for employees who will have access to at least \$10,000 in third-party funds, or who have access to modify the digital technology and security infrastructure of a business. “Before April 18, make sure that your practices and policies are in compliance with this new requirement,” Tariq said. In late January the federal Equal Employment Opportunity Commission revoked the guidance on anti-harassment published in 2024 by the Biden administration. But the EEOC rescinding that guidance does not mean that enforcement around issues like gender identity has ended, Tariq said. “When the federal government on the employment side tends to take its foot off the gas on certain elements of enforcement, you can be assured that New York state’s enforcement is going to sort of make up for that balance,” he said. The most important part of the guidance that was rescinded had to do with trans identity status issues. “That does not mean that New York state is not going to enforce those protections,” he said. For example, in a situation where an employee refuses to use a co-worker’s pronouns for religious reasons the EEOC might say the employer must grant the religious accommodation request from that one coworker. But New York state’s Division of Human Rights, or Attorney General’s office, will probably respond differently, Tariq said. Those agencies would likely find that everybody in the workplace needs to abide by the pronoun usage for all employees, Tariq said. In that sort of a situation, get your legal counsel involved, Tariq suggested. “You want to be very careful that you’re not tripping on a hidden wire from either the EEOC or state Division of Human Rights,” he said. O’Connor explained New York’s Trapped at Work Act, which was signed into law by Gov. Kathy Hochul in December, and amended two months later. Initially, the law generally prohibited promissory notes with employees as a condition of employment, such as when an employer advances money to an employee, and the employee is required to repay the funds if they leave the company. ![](https://rbj.net/files/2025/02/James-R.-OConnor.jpg) James R. O’Connor “The original version of the Act was, suffice it to say, ambiguous, at best. There were a lot of unanswered questions about the scope of… its reach,” O’Connor said. The law was amended and signed by Hochul on Feb. 13 and takes effect on Dec. 19, 2026. The scope of the law has been narrowed and clarified. And there have been some additional exceptions, O’Connor said. The original version of the law applied to any worker, including interns, externs, or independent contractors. The new version now applies only to employees. Under the Act, employers cannot require, as a condition of employment, any such repayment obligation, unless it falls within one of five exceptions. The law permits agreements that require reimbursement of tuition, and related educational costs. Employers can require an employee to pay for any property that the employer has sold or leased to the employee. Employers can require repayment of a bonus, or a relocation cost, stipend, or any other incentive not tied to specific job performance. Employers can require educational personnel to comply with sabbatical leave terms and return to work agreements in relation to a sabbatical. And the fifth exception recognizes that there may be repayment agreements as part of a collective bargaining agreement. Holmes talked about two new laws requiring businesses to have policies in place addressing workplace violence. Employers now must provide a certification to public bidding authorities saying that their company has a policy that deals with gender-based violence in the workplace. The law requires employers to create another policy that specifically addresses information on gender-based violence, and how it can impact people at work The law requires employers to be proactive when they learn that employees might be struggling with issues of gender-based violence, Holmes said. The law requires employers to have a written policy addressing gender-based violence. The state Office of Gender-Based Violence and Domestic Violence has created a lengthy template policy, but it includes definitions and requirements that are not found in the actual statute, Holmes said. ![](https://rbj.net/files/2026/03/Matthew-Holmes-197x300.jpg) Matthew Holmes “Clients feel the need to adopt this rather expansive policy when our assessment of the law is that is not simply required,” Holmes wrote. Employers must share information on what gender-based violence is, and what state agencies could help. It requires a workplace poster that will refer employees to the state domestic and sexual violence hotline. And the state’s template policy requires employers to refer employee survivors to services. “There is a concern that employers aren’t taking an active approach when someone comes to them with domestic violence concerns, with just general violence concerns. And they are requiring employers to take a more active role in directing employees to take advantage of those services,” Holmes said. At the end of 2025, Hochul signed a law that requires healthcare facilities, which includes general hospitals and nursing homes, to develop workplace violence prevention programs. The law requires employers in those fields to go a step beyond training and have safety plans and procedures, Holmes said. “You’ll actually have to conduct safety assessments. You’ll have to evaluate the risk and put that in writing and develop specific programs for dealing with whatever types of issues that develop as a result of those risk assessments,” Holmes said. In jurisdictions of less than 1 million people, hospitals and nursing homes are required to have at least one off-duty law enforcement officer, or trained security personnel, somewhere on the premises at all times, he said. 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