New York Governor Andrew Cuomo has signed the state’s FY 2021 Education, Labor, Housing and Family Assistance Budget Bill into law (Chapter 56, S.7506-B, A.9506-B). The Budget Bill includes developments applicable to New York employers, covering such topics as paid sick leave, time off to vote, occupational licensing requirements, and prevailing wage requirements.
Articles About New York Labor And Employment Law.
As part of New York State’s 2020–21 budget, Gov. Andrew M. Cuomo signed legislation which largely reverts the election leave law back to its original state (with some exceptions), prior to the amendments passed in 2019. The 2019 amendments were criticized by many for providing election leave entitlements to all employees, including those that seemingly had enough time to vote outside of work.
On April 3, 2020, New York Governor Andrew Cuomo signed the 2020-2021 state budget bills, part of which amended the Home Health Care Worker Wage Parity Law (“Wage Parity Law”). The Wage Parity Law establishes a minimum wage rate, additional wages and supplemental benefits for home care aides who perform Medicaid-reimbursed work within New York City and the counties of Nassau, Suffolk and Westchester. In addition to the minimum wage, in New York City the employer must pay a total of $4.09 per hour and in Westchester, Nassau and Suffolk counties, $3.22 per hour, in a combination of additional wages and/or supplemental benefits, which remains unchanged. The amendments affect home health care agencies and the aides that perform Medicaid-reimbursed work, in several meaningful ways.
Following a three-year investigation conducted by Newsday into alleged unequal treatment toward minority homebuyers on Long Island, New York has announced proposed regulations to combat housing discrimination that would impose certain mandates on the real estate industry.
Private construction projects in New York will become subject to new prevailing wage requirements pursuant to legislation signed by Governor Andrew Cuomo on April 3, 2020. The provisions take effect in January 2022.
On April 3, 2020, New York State Governor Andrew M. Cuomo signed into law the 2021 fiscal year budget that includes an unpaid and paid sick leave program for all New York employees. The permanent sick leave law comes a few weeks after the state enacted emergency sick leave provisions relating to the COVID-19 crisis.
On April 3, 2020, New York State Governor Andrew Cuomo signed a comprehensive budget bill that, among other things, amends the New York Labor Law1 to require all New York employers to provide paid or unpaid sick leave to their employees. The State of New York now joins other states and municipalities (including New York City and Westchester County) that have mandatory sick leave requirements in place. The New York State sick leave law was originally part of a bill that eventually became law on March 18, 2020, which requires employers to provide sick leave to employees who are subject to a mandatory or precautionary order of quarantine or isolation as a result of COVID-19. The New York State sick leave law was stripped from that bill.
New York City has recognized that ordinary practices at construction sites (such as shared tools, huddled shift meetings, and packed schedules with various trade contractors) can present unique dangers at construction sites and has issued guidance to construction workers on best practices to prevent the spread of the novel coronavirus (COVID-19).
New York recently enacted the “Women on Corporate Boards Study” law (S. 4278), joining a growing number of states requiring organizations to report their board composition. The new law applies to domestic and foreign corporations “authorized to do business” in the state. Given the expanse of companies doing business in
On March 10, 2020, the New York City Commission on Human Rights (the “Commission”) proposed rules addressing exceptions recognized under the city’s ordinance generally prohibiting pre-employment testing for marijuana and tetrahydrocannabinols (THC)–the psychoactive ingredient in cannabis. The ban on pre-employment testing for marijuana and THC is slated to take effect on May 10, 2020. The Commission announced a notice of public hearing and opportunity to comment on the proposed rules. All comments must be submitted by April 16, 2020.
With federal and state legislation constantly evolving, and New York Governor Andrew Cuomo’s office issuing multiple executive orders, New York employers are struggling to understand their coronavirus (COVID-19) paid leave obligations. The key provisions of the state’s new Quarantine Leave Law, which went into effect immediately upon signing on March 18, are discussed below.
On March 18, 2020, New York State Governor Andrew M. Cuomo signed a bill that guarantees emergency paid sick leave and job protections for individuals who have been quarantined as a result of the Coronavirus, or COVID-19. It does not include permanent paid sick leave, which the draft had included. The revised bill is effective immediately, making it critical that all employers are aware of its provisions and their obligations under the bill.
At a press conference on March 20, Gov. Andrew Cuomo indicated he will be issuing an order directing non-essential businesses to reduce in-person employees 100 percent
New York State adopted new legislation on March 18, 2020, in response to the spread of the coronavirus (COVID-19) across New York. The legislation provides employees, who are subject to a COVID-19 mandatory or precautionary quarantine or isolation order, with immediate paid or unpaid time off specific to the current crisis.
The New York City Commission on Human Rights announced a notice of public hearing and opportunity to comment on a proposed rule providing exceptions to the prohibition on pre-employment marijuana testing that will take effect in the City on May 10, 2020. Comments on the proposed rule may be submitted