The United States Department of Labor has updated the forms that should be used, and the poster that should be displayed, in connection with the Family and Medical Leave Act.
In the aftermath of Hurricane Sandy many businesses have been and may continue to be disrupted. These developments raise questions for employers regarding how to properly pay employees when the amount of work is low or uncertain.
In April 2011, the New York State Labor Law was amended to impose new requirements on employers and to impose greater penalties for violations. There are three critical parts to the law: (i) Notices for new hires; (ii) Notices for existing employees; and (iii) New information required on paystubs. Employers must ensure that they provide the annual wage notice form to existing employees by February 1.
Effective November 14, 2011, employers covered by the National Labor Relations Act (“the Act”), the vast majority of businesses, will be required to post a notice in the workplace informing their employees of the rights and protections available to employees under the Act. This posting requirement comes to you from the National Labor Relations Board (“Board”).
Effective October 26, 2009, the New York State Labor Law has been amended to include new notice and written acknowledgment requirements for employers. Employers are required to provide written notice to newly hired employees, upon hiring, of their regular rate of pay and the regular pay day. Employers are also now required to provide notice of the applicable overtime rate to all newly hired employees who are eligible for overtime pay.
In the event that your payroll service provider has not alerted you to this important change in the law, please be aware of the following: The New York State Labor Law has been amended (as of April 9) to impose new requirements on employers and to impose greater penalties for violations. There are three critical parts to the law: (i) Notices for new hires; (ii) Notices for existing employees; and (iii) New information required on paystubs.
The day-to-day matters addressed by our labor and employment group often allow us to spot emerging trends before they become mainstream. One such issue involves claims brought byemployees who have been disciplined after engaging in “protected and concerted activities.”
One of the hottest developing areas in Employment Law is also one of the most dangerous for employers and those involved in setting employees’ terms and conditions of employment. While Professional Employer Organizations (PEO’S) that administer the payrollpractices of employers are particularly vulnerable, traditional staffi ng companies are also at risk of being accused of being a joint employer responsible for failure to properly pay overtime and minimum wages to employees.
A new law that takes effect on January 1, 2008 is designed to combat the growing problem of identity theft by restricting the use of social security numbers (“SSNs”). Whether the “New York Social Security Protection Law” (“SSPL”) law accomplishes its goal remains to be seen, but our immediate concern is to ensure that our clients are mindful of their new obligations.
As attorneys who routinely defend and counsel employers in connection with claims of sexual harassment and employment discrimination, we have seen it time and time again—a poor performer, on “thin ice” already, goes to management and claims to have been sexually harassed or discriminated against by a supervisor.