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Friendly Reminder: NYS Minimum Wage Rate and Minimum Salary Level for Exempt Employees Increase on December 31, 2018

In 2016, New York State Department of Labor adopted a schedule of increases to both the minimum wage rate for hourly workers and the minimum salary level for exempt executive and administrative employees.  The increases are scheduled to take effect each year on New Year ’s Eve and are specific to the employer’s geographic location and size.

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Sexual Harassment Training That Works

I am sure that you have seen from multiple sources that New York State has recently updated its sexual harassment laws.  Among other things, effective October 9, 2018 all employers in New York State must

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New York City Requires Cooperative Dialogue in Response to Employee Accommodation Requests

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.

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Must an Employer Give Employees Time Off to Vote?

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.

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Final Materials and Guidance Released on New York State’s Sexual Harassment Prevention Laws

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 The draft guidance issued by the State on August 23, 2018 provided several significant policy and training requirements to address workplace sexual harassment.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finalized materials and guidance after an active public comment period and some noteworthy adjustments were made to the draft guidance.

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This website presents only general information not intended as legal advice. Although we encourage calls, letters and emails from prospective clients, please keep in mind that merely contacting Harter Secrest & Emery LLP (HSE) does not establish an attorney-client relationship between us. Confidential information should not be sent to HSE until you have been notified in writing by HSE that a formal attorney-client relationship has been established. Information sent to us before then may not be treated as confidential by HSE or the court.

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