Happy March! As the new month begins, New York employers should be mindful of two key upcoming dates:

  1. On March 12, section 201-i of the New York Labor Law goes into effect. This new law prohibits employers from requesting or requiring that employees or job applicants disclose any social media account information, including usernames and passwords.
  2. On March 13, 2024, the salary thresholds for the bona fide executive, administrative and professional employee exemptions under the New York Labor Law (NYLL) will increase from $900 per week ($46,800 per year) to $1,300 per week ($67,600 per year). Employers of such employees will be exempt from certain provisions of Article 6 of the NYLL, including pay frequency requirements, direct deposit consent obligations, and being held guilty of a misdemeanor in the event that the employer fails to provide benefits or wage supplements within 30 days of being due.

*Note* that this threshold is *different* than the minimum exempt salary threshold for executive and administrative employees under NY law. That threshold, which was effective January 1, 2024, is $1,200 per week in New York City and Nassau, Suffolk, and Westchester counties, and $1,124.20 per week for the rest of the state.

Employers should ensure that their practices will continue to be compliant following these two important March dates.