Articles Discussing General Topics In New York Labor & Employment Law.

Echoing his mantra of building back better, on May 5, 2021, New York State Governor Andrew Cuomo signed the New York Health and Essential Rights Act (NY HERO Act), which mandates extensive new workplace health and safety protections in response to the COVID-19 pandemic.

In an effort to prevent the occupational exposure to an airborne infectious disease, the New York legislature has passed the aptly named New York Health and Essential Rights Act, or NY HERO Act, which amends the New York Labor Law (NYLL) by adding two new sections.1 This bill has been

On March 31, 2021, New York Governor Andrew Cuomo signed into law the Marihuana Regulation and Taxation Act (MRTA), which legalizes the adult recreational use of marijuana and revises Section 201-d of the New York Labor Law. The MRTA’s antidiscrimination employment provisions took effect immediately.

New York is the latest state to legalize recreation marijuana. On March 31, 2021, Gov. Andrew Cuomo signed the Marijuana Regulation and Taxation Act (MRTA) into law, ending New York’s several year delay in agreeing on a marijuana legalization law.

On March 31, 2021, Governor Andrew Cuomo signed the New York Marihuana Regulation and Taxation Act (the Act) legalizing the recreational use of marijuana products by adults. Effective immediately, the Act prohibits employers from discriminating against workers based on the legal1 use or possession of marijuana products while off duty

On March 12, 2021, New York State enacted a law that requires all employers to provide their New York employees with up to four hours of paid time off per injection to receive a COVID-19 vaccine. At the time of enactment, the law did not provide guidance on certain key

New York Governor Andrew Cuomo signed legislation legalizing recreational marijuana on March 31, 2021. The legalized use of marijuana is effective immediately, even though retail sales of marijuana are not expected to begin until mid-2022. This change potentially immediately impacts a New York employer’s ability to take adverse actions against

In 2018, the California Consumer Privacy Act (“CCPA”), which provides for an expansive array of privacy rights and obligations, was enacted.  At the time, it was reasonable to wonder whether California’s bold example would catalyze similar activity in other states.  It’s clear now that it has.   Virginia recently passed its

Executive Summary: On March 12, 2021, New York State enacted an amendment to the New York Labor Law and the New York Civil Service Law, which provides for four hours of paid leave time, per injection, to obtain a COVID-19 vaccination. The amendment states that both public and private employers must provide employees with a “sufficient period of time, not to exceed four hours per vaccine injection” to obtain the vaccine. 

On March 12, 2021, Governor Andrew Cuomo signed into law legislation requiring all employers, both public and private sector, to provide employees with up to four hours of paid time off per injection to receive the COVID-19 vaccine. The law took effect immediately.

On March 12, 2021, Governor Andrew Cuomo signed legislation providing all public and private employees in New York up to four hours of paid leave per vaccine injection to obtain a COVID-19 vaccine.

Effective immediately, New York State employers must provide employees with up to four hours of paid time off per COVID-19 vaccination. The new law sunsets on December 31, 2022.

New York State’s travel advisory guidance has zigzagged once again. On March 10, 2021, new interim guidance was released by the Department of Health (DOH) relating to quarantine restrictions for travelers arriving in New York State following out-of-state travel.

On March 12, 2021, Gov. Andrew Cuomo signed a piece of legislation into law that requires virtually all employers in New York to provide leave to employees who receive the COVID-19 vaccination.