On March 12, 2021, New York Governor Andrew Cuomo signed into law immediately-effective legislation requiring New York employers to provide employees with paid leave “for a sufficient period of time” to receive COVID-19 vaccine injections (“Vaccine Leave”).
The COVID-driven prevalence of remote work arrangements and the expected widespread post-COVID continuation of this trend raise a major compliance issue for companies.
An ongoing question amid the pandemic is whether and under what circumstances employees may receive multiple rounds of paid leave under New York’s COVID-19 leave law (the COVID Law).
The New York Paid Family Leave program took effect in January 2018 and featured annual increases to its benefit entitlements through 2021.
With the impending installment of a new presidential administration, employers can expect a potential wave of newly-proposed, employment-related federal legislation.
As a COVID-19 vaccine nears reality, employers may naturally ask whether they can require their employees to get vaccinated.
Coming on the heels of New York state’s newly-enacted Paid Sick Leave Law (“PSLL”), on September 29, 2020, New York City significantly amended its Earned Safe and Sick Time Act (“ESSTA”).
On September 22, 2020, the U.S. Department of Labor issued a long-awaited proposed rule for determining whether a worker is an independent contractor or an employee under the Fair Labor Standards Act.
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.