Pursuant to New York State’s inaugural Sick Leave Law, effective September 30, 2020, employees of all New York employers may begin accruing sick leave.
On April 3, 2020, New York Governor Andrew Cuomo signed into law legislation creating completely new, non-COVID-related sick leave entitlements for employees throughout New York state.
With presidential primaries under way and New York’s own primary vote scheduled for April 28, employers should be cognizant of last year’s amendments to New York’s Election Law, which increased the paid time off that employees may take in order to vote in elections.
On January 13, 2020, the U.S. Department of Labor (DOL) announced its final rule interpreting joint employer status under the Fair Labor Standards Act (FLSA).
With the New Year approaching, so too are a legion of enhanced workplace protections.
As “whistleblower” issues pervade national headlines, lawmakers in some jurisdictions, including New York, have recently sought to expand existing whistleblower protections.
Effective November 18, 2019, amendments to the New York State Human Rights Law will provide enhanced protections to employees who are victims of domestic violence.
On March 7, 2019, the U.S. Department of Labor issued a Notice of Proposed Rulemaking (“Proposed Rule”) which sought to increase the minimum salary thresholds for the Fair Labor Standards Act’s “white collar” and “highly compensated” overtime exemptions.
On August 12, Governor Cuomo signed sweeping new legislation toughening and substantially broadening New York’s sexual harassment protections.
The New York State Legislature has passed a bill that, if signed into law, would allow current and former employees to obtain a lien against an employer’s real or personal property based merely on an allegation of underpayment of wages.