Effective October 15, 2018, New York City employers with four or more employees will be required to engage in a “cooperative dialogue” in response to employee accommodation requests for the following: disability-related accommodations; religious accommodations; accommodations related to pregnancy, childbirth or a related medical condition; and for the needs of a victim of domestic violence, sex offenses or stalking.
With Election Day around the corner, this is a question on many employers’ minds. Under the Voting Leave Law, found in Section 3-110 of New York’s Election Law, an employer must grant an employee paid time off if the employee does not have “sufficient time” to vote outside of his or her working hours.
As discussed in our previous post, on April 12, 2018, Governor Andrew Cuomo signed into law the New York State Budget Bill which included “the nation’s most aggressive anti-sexual harassment agenda.” The draft guidance issued by the State on August 23, 2018 provided several significant policy and training requirements to address workplace sexual harassment. Yesterday, the Governor announced the release of the finalized materials and guidance after an active public comment period and some noteworthy adjustments were made to the draft guidance.
As described in my prior post, under revisions to Section 512 of the Code, taxpayers may no longer offset unrelated trade or business losses from one trade or business against income or gains from another trade or business.
You don’t have to be a user of its ride-sharing services to know that in 2016, Uber was the victim of a massive data breach involving the theft of personal information belonging to about 57 million of its riders and drivers, including names, phone numbers, and driver’s license information.
