Employment Alert - Recent Amendments to the New York Labor Law Enhance Employer Wage Notice Requirements and Impose Steeper Penalties for Failure to Pay Wages


Last week, with his term nearing a close, Governor Patterson signed the New York Wage Theft Prevention Act into law. This law, which becomes effective on April 12, 2011, amends the New York Labor Law by increasing its employee notification and recordkeeping requirements and by strengthening sanctions against employers who fail to pay their employees properly. This alert summarizes the key amendments.

Enhanced Notice and Recordkeeping Requirements

Before the amendments, Section 195 of the Labor Law required employers to provide each new employee with a written notice of his or her rate of pay, regular pay day, and, if overtime-eligible, the regular hourly rate of pay and overtime rate of pay. As a result of the amendments, Section 195 now requires employers to provide written notices not only to employees upon hire, but also to all existing employees no later than February 1, 2012 and each subsequent year thereafter. Each notice must be written in English and in the language identified by the employee as his or her primary language. In addition, each notice now must list substantially more information, including...

Please see full alert below for more information.

LOADING PDF: If there are any problems, click here to download the file.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Mintz Levin - Employment Matters | Attorney Advertising

Written by:


Mintz Levin - Employment Matters on:

Readers' Choice 2017
Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:

Sign up to create your digest using LinkedIn*

*By using the service, you signify your acceptance of JD Supra's Privacy Policy.

Already signed up? Log in here

*With LinkedIn, you don't need to create a separate login to manage your free JD Supra account, and we can make suggestions based on your needs and interests. We will not post anything on LinkedIn in your name. Or, sign up using your email address.