New Laws For Legal Firms

law new

In the legal profession, staying ahead of change is an ongoing challenge. One area that can help firms create more value for clients is new law, which encompasses techniques and strategies that may not have been a part of traditional legal practice in the past. New law is a concept that all legal firms should be aware of and explore when the opportunity presents itself.

The New Laws were the result of a reform movement that challenged existing Spanish laws that allowed for the institution of encomienda, or enslavement of conquered Indians. Among the new laws were restrictions on the number of Indians an encomendero could own and rules for treatment of these slaves. The reformers also sought to protect the Indians’ cultures and prevent forced labor and other forms of exploitation.

This bill amends the New York City Charter and Administrative Code to change the name of the Department of Consumer Affairs to the Department of Consumer and Worker Protection, establishes the Office of Labor Standards and the Division of Paid Care as offices within the Department, and updates references to these offices and other agency nomenclature. It also clarifies the Department’s powers to seek restitution on behalf of consumers and workers related to any law under the Department’s jurisdiction.

In addition to requiring companies to include salary ranges in job postings, this legislation would also prohibit stores from charging different prices for the same product based on the gender of the customer. Advocates say this will help combat the “pink tax,” or the extra money that stores charge for products like shampoos that are marketed to women.

This law requires City agencies to provide employees and job applicants with notices regarding student loan forgiveness programs. It will also align the City’s data breach notification requirements with the State’s SHIELD Act.

This bill amends the NYC Charter and Administrative Code to expand paid safe time for victims of family offense matters, sexual offenses, stalking, human trafficking, or domestic violence. It will also increase the maximum amount of leave a victim can receive from 125 days to 175 days, and allow victims to transfer some or all of their leave in exchange for compensation or other considerations. It will also prohibit employers from retaliating against an employee for seeking or exercising protected leave. Read Local Law 199 of 2017.