In March 2022, Governor Kathy Hochul signed legislation amending the New York State Human Rights Law to establish a sexual harassment hotline directly to the New York State Division of Human Rights (NYSDHR). The hotline (800-HARASS-3), which is now active, is intended to be staffed by pro bono lawyers experienced in counseling individuals on sexual harassment. Contact with the hotline does not constitute the filing of a harassment complaint, and individuals intending to file a complaint with the NYSDHR would still be required to follow existing procedures for doing so.

Although further guidance to employers will be forthcoming, the amendment requires the NYSDHR to work with the Department of Labor to ensure that “information on the hotline is included in any materials employers must post or provide to employees.” Consequently, in addition to including information on workplace postings, employee policies and handbooks will need to be revised to inform employees of the hotline and its provision of free legal advice and counsel.

The extent to which legal advice and counsel is provided remains to be seen, although the law prohibits the volunteer lawyers from soliciting individuals, who contact the hotline, for further representation.

We will keep you informed on further developments related to this issue once further guidance is issued.

Link to article here

New York City health commissioner Dr. Ashwin Vasan joined PIX11 on Wednesday to provide updates on the battles against both monkeypox and COVID-19.

See the update on the PIX11 News YouTube channel here. 

The global breast reconstruction market is expected to expand at an annual growth rate of 6.7% from 2022 to 2030, per research conducted by Grand View Research. This was announced after the market was valued at $465.3 million in 2021.

Growth in the industry comes from the increasing number of breast cancer patients and the availability of reimbursement policies on procedures. An increase in breast reconstruction procedures, as well as technological advancements, is expected to increase the market growth. 

Read the full article here on 

In March 2021, former Governor Cuomo signed legislation providing up to four hours of paid leave for New York employees to receive a COVID-19 vaccine, (codified as New York Labor Law Section 196-C). New York employers should be aware that Section 196-C was recently extended to remain in effect through December 31, 2023. Accordingly, all New York employers should review their COVID vaccination leave policies to ensure that they apply through the new expiration date. Furthermore, New York employers should advise their managers and HR professionals of their New York employees' continued right to this paid leave.

Read the full article by Davis Wright Tremaine LLP on Lexology.com here

Lexology is a web-based service that provides company law departments and law firms with the practical intelligence. By collaborating with commercial law firms, the service offers tailored information sources to the desktops of business lawyers on a daily basis

Apyx Medical Corporation announced the FDA approval of the Renuvion APR Handpiece for use in subcutaneous dermatological and aesthetic procedures to contract and improve the appearance of lax (loose) skin in the neck and submental region. The FDA’s approval now mean that Renuvion is the only device on the market that is FDA-approved for contraction procedures to reduce lax or loose skin on the neck and chin.

Read the whole article publised on medestheticsmag.com by Rebecca Lane here

"Effective November 1, 2022, New York City will make it an “unlawful discriminatory practice” for employers with four or more employees, and at least one employee in New York City, to post job advertisements, internal promotions, or transfer opportunities without disclosing salary ranges. The ranges may not be open-ended and must include a minimum and maximum salary for the position."
Access the full article by  here

This time two weeks ago, the five boroughs of NYC were among 667 U.S. counties deemed high-risk for community COVID spread by the CDC. This week, they're five of 1,353.

The number of U.S. counties meeting the CDC's high-risk threshold for COVID spread soared another 18% in the last week and is up a stunning 102% over the last two, marking a four-fold increase in that top threat category in roughly the last month as the so-called "worst version" of omicron yet strengthens its footing in America and the tri-state area.

Read the full article here

Washington now prohibits nondisclosure and nondisparagement agreements between employers and employees relating to certain illegal conduct. The Silenced No More Act was signed into law this spring and makes void and unenforceable any provision in an agreement with a current, former, or prospective employee or independent contractor that bars the employee or contractor from “disclos[ing] or discuss[ing] conduct, or the existence of a settlement involving conduct, that the employee reasonably believed under Washington state, federal, or common law to be illegal discrimination, illegal harassment, illegal retaliation, a wage and hour violation, or sexual assault, or that is recognized as against a clear mandate of public policy,” where the conduct occurred “at the workplace, at work-related events coordinated by or through the employer, between employees, or between an employer and employee, whether on or off the employment premises.” The Act does allow an agreement to limit the disclosure of the amount of a settlement.

It is a violation of the Act by simply requesting or requiring an employee to enter into a covered nondisclosure or nondisparagement agreement, even prior to enforcement. Violation of the Act includes payment of actual damages or $10,000 whichever is more as well as reasonable attorneys’ fees and costs.

The Act is retroactive and invalidates any covered nondisclosure or nondisparagement agreement that were entered into at the outset of employment or during employment. However, any such agreement in the settlement of a prior legal claim remains enforceable but will not be permitted in the future.

Employers will need to understand their new reporting and notification obligations under the law and be aware of the rebuttable presumption for workers’ compensation coverage.

Article by  :
https://www.jdsupra.com/legalnews/employment-law-alert-silenced-no-more-9073388/

Inadequate regulations make it hard for patients to tell if they are getting a good doctor or a quack.

"The alarming number of problems with Brazilian butt lifts is largely the result of lacking regulations. While plastic and cosmetic surgery may sound synonymous, they are not. Across the US, a couple of months of training earns doctors the right to call themselves a cosmetic surgeon. On the other hand, a plastic surgeon certified by the American Board of Plastic Surgery requires at least six years of specialized training."

Red the full article here: https://www.bloomberg.com/news/articles/2022-07-18/how-the-brazilian-butt-lift-became-one-of-the-deadliest-cosmetic-surgeries

In New York State, the shortage is at an “all-time high,” said Matthew Allen, a registered nurse at Mount Sinai Hospital in New York City and a board member of the New York State Nurses Association. “It’s just historic, more than it’s ever been before,” Mr. Allen said, noting that as of last week, Mount Sinai’s hospital network alone had 771 unfilled registered nurse and nurse practitioner positions.

Read the full article: https://www.nytimes.com/2022/07/15/us/hospital-nursing-shortage.html