As set forth in our previous advisory, many employer obligations under the New York HERO Act were triggered by the New York State Department of Health's designation on September 6, 2021, of COVID-19 as a highly contagious...more
As detailed in our prior advisories, New York's HERO Act requires all employers to develop an airborne infectious disease prevention plan, which is to be activated in the event that the New York State Department of Health...more
New York City Mayor Bill DeBlasio's Executive Order No. 225 (entitled "Key to NYC") requires workers and patrons to present proof of at least one dose of a COVID-19 vaccine authorized by the Food and Drug Administration or...more
In a move that will likely cause local fast food restaurants to strongly consider automating many jobs currently performed by human beings, New York City has enacted a pair of laws effectively eliminating the at-will...more
As discussed in our prior advisory, Governor Cuomo signed legislation on March 12, 2021, that provides up to four hours of paid leave for New York employees in connection with the receipt of a COVID-19 vaccine. The New York...more
On March 12, Governor Cuomo signed legislation (NY State Senate Bill S2588A) that provides up to four hours of paid leave for New York employees in connection with the receipt of a COVID-19 vaccine....more
The New York State Department of Labor recently issued guidance on COVID-19 Quarantine Leave with respect to leave for additional quarantine orders, leave in absence of a quarantine order, and limits on leave due to...more
On June 12, 2020, five regions (Central New York, Finger Lakes, Mohawk Valley, North Country, and Southern Tier) in New York began Phase 3 of the "NY Forward" reopening plan. As with Phase 1 and Phase 2, the State has issued...more
In what is surely welcome news to many, the Tri-State (NY, NJ, and CT) area has further expanded its reopening measures to include—subject to state-mandated restrictions—outdoor dining and permitting certain "non-essential"...more
New York State has begun transitioning from "New York State on PAUSE," which has shuttered non-essential businesses since March 22, 2020, to "NY Forward," which allows businesses to gradually reopen in four phases, industry...more
In light of the COVID-19 pandemic, on April 14, 2020, New Jersey further amended its mini-WARN Act (NJ WARN) to avoid a harsh and unintended consequence for employers who will need to engage in layoffs....more
The state of New Jersey kicked off 2020 with a number of new employment laws focused on independent contractor misclassification and mass layoffs, including a new law imposing joint and personal liability on owners,...more
Joining the ranks of New York and California, Connecticut has adopted legislation that significantly expands Connecticut employers’ responsibilities with regard to mandatory anti-harassment training and posting requirements. ...more
A year ago the California Supreme Court in Dynamex sent California businesses scrambling to justify their independent contractor arrangements under the stricter ABC Test. ...more
As discussed in our prior client advisories, New York City’s Stop Sexual Harassment in NYC Act (the “Act”) requires employers with fifteen or more employees to conduct annual sexual harassment training, effective as of April...more
In January 2018, we issued an advisory relating to the New York State Department of Labor (the “NYSDOL”) proposed regulations regarding predictive scheduling that would have revised the “call-in” pay requirements of the...more
State law requires all New York employers to make reasonable efforts to provide a room (other than a restroom) or other location where an employee may express milk in privacy. ...more
In January 2018, we issued an advisory regarding proposed regulations from the New York State Department of Labor (the “NYSDOL”) revising the “call-in” pay requirements of the Minimum Wage Order for Miscellaneous Industries...more
The New York City Commission of Human Rights (the “Commission”) recently issued a set of Frequently Asked Questions (the “FAQs”) setting forth its enforcement guidance on employers’ obligations under the Stop Sexual...more
The Fair Labor Standards Act and New York’s Minimum Wage Orders require employers to pay non-exempt employees overtime for all hours worked over 40 hours in a workweek....more
On October 1, 2018, the New York Governor’s office released updated (and, in some cases, new) materials and guidance addressing employers’ obligations under the New York State law designed to prevent sexual harassment in the...more
We recently issued a client alert warning about proposed legislation pending in New York State and City that would place specific requirements on employers as to how to address, resolve and prevent claims of workplace sex...more
In the wake of national media coverage of sexual harassment claims and the #metoo movement, New York State and City lawmakers have proposed legislation placing more obligations on employers to address sexual harassment in the...more
The New York State Department of Labor (the “NYSDOL”) has proposed regulations revising the “call-in” pay requirements of the Minimum Wage Order for Miscellaneous Industries and Occupations (“Wage Order”). Covered employees...more
Sexual harassment has been against the law for decades, making the recent spate of high-profile claims dispiriting to say the least. The renewed spotlight on sexual harassment will result in more claims from employees, so...more