16 | 2025 Employment Laws on the Horizon © Seyfarth Shaw LLP Other Developments LA New Orleans, LA (Eff. 1/1/25) - New Orleans amended its Bill of Rights to include the right to comprehensive healthcare coverage and paid vacation time. The Bill of Rights does not create any enforceable rights, duties, obligations, or causes of actions beyond those guaranteed by the state and federal constitutions. (Ordinance) NY Workplace Violence Prevention (Est. 3/4/25) – NY mandates that retail employers with at least 10 retail employees establish a workplace violence prevention policy (the state will provide a model policy) and provide annual workplace violence training to covered employees. Employers with 500 or more retail employees nationwide must install panic buttons in the workplace (effective 1/1/27). Also, there is a notice requirement. (A.B. A8947 / S. 8358; Seyfarth Post; Seyfarth Post after enactment) New York, NY (Eff. 5/3/25) – The New York City Council approved an ordinance requiring hotel operators to provide continuous coverage of the front desk and for larger hotels, schedule a security guard; provide panic buttons to core employees that enter guest rooms; provide human trafficking training to core employees at hotels with 100 or more rooms within 60 days of employment; and prohibits large hotels from contracting with 3rd parties for core employees. Civil penalties for violations range from $500 - $5,000. (Ord. 0991-2024; Seyfarth Post) OR Quotas (Eff. 1/1/25) – Employers with 100 or more employees at a warehouse distribution center or 1K or more employees at warehouse distribution centers across the state must provide a written summary of any quota the employee is subject, including potential consequences that an employee may face if failing to meet the quota. (H.B. 4127) US Monthly Employment Utilization Report (Eff. 4/15/25) – The OFCCP announced that it will begin requiring federal contractors with a contract valued at $10,000 or more to submit a monthly report. The CC-257 report includes information on employee work hours and count by race/ethnicity, gender, and trade. The first report will cover the full calendar month of March 2025 and will be due by April 15, 2025. Each report must cover a full calendar year and is due by the 15th of each month. (Announcement)
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