Haynes and Boone, LLP Partner Jason Habinsky was featured this week in New York Law Journal, National Law Journal and Law.com’s Labor of Law newsletter discussing the stricter sexual harassment laws passed in New York in the wake of the #MeToo movement and how he expects other states to follow suit.
This coverage follows earlier mentions in NPR and Law360.
Here is an excerpt of the National Law Journal article:
The most comprehensive sexual harassment policies were passed in California and New York, two states that are often leaders on new initiatives in the employment law space. New York’s state rules went into effect this month, and employers have until October 2019 to implement training programs. California bolstered its existing training requirement.
“Other states and jurisdictions will see the lead that California and New York have taken,” said Jason Habinsky, an employment partner at Haynes and Boone in New York. “There is sometimes a bandwagon effect.” …
California lawmakers passed a law this year that bolsters the state’s training requirement to include nonsupervisory and seasonal workers. New York state and New York City adopted anti-sexual harassment policies that include mandatory training program for all employers.
“New York really has been very focused on implementing protection for the workplace,” Habinsky said. “You always hear about California being proactive and employer friendly. New York has now taken serious steps to focus on protecting employees in the workplace. There is rapid fire development in the law. Most recently it’s been in stride with the #MeToo movement.”
To read the full article, click here. (Subscription required.)
The following publications have also quoted Habinsky on the new regulations:
Law360 (Subscription required)
Law.com (Subscription required)
National Law Journal (Subscription required)
Habinsky’s experience spans a broad range of employment-related issues, including claims of employment discrimination, sexual harassment, retaliatory discharge, disability issues, wage and hour disputes, unfair competition, and theft of trade secrets. He also counsels clients regarding potentially perilous workplace issues, such as hiring and firing decisions, whistleblower and retaliation issues, disciplinary actions, employee complaints, reasonable accommodation and leave requests, and wage and hour laws.