Ingrid Cardona is an associate in the Labor and Employment Group.
As a First-year associate, Ingrid assists the practice group in counseling clients on new and evolving issues employers face as a result of COVID-19, including revising and introducing policies relevant to new leave laws, COVID-19-related laws and wage and hour matters. She also works with the group’s wage and hour team on addressing internal and governmental audits and investigations of wage and hour practices, including those arising under New York’s Wage Parity law.
Prior to joining Tarter Krinsky & Drogin, Ingrid was a summer associate at the Firm. She was previously a legal intern to Hon. Rosemarie E. Aquilina in Ingram Country 30th Judicial Circuit Court in Michigan.
Favorite spot in New York City?
Describe your perfect meal, who would it be with and where?
My perfect meal would include an appetizer of either grilled octopus or goat cheese fritters, for the main course linguini & clams, and a warm chocolate lava cake with vanilla ice cream for dessert. It would be with my fiancé and in Rome.
Thirty-three lawyers from Tarter Krinsky & Drogin have been named to the 2021 New York Metro Super Lawyers and Rising Stars lists.
Tarter Krinsky & Drogin is pleased to announce the continuation of its CLE programs, open to attorneys, clients and others interested in the topics. The webinar programs, which each cover various areas of the law reflecting the full-service nature of the firm’s practice, will be held via Zoom.
On December 16, 2022, Governor Kathy Hochul signed an amendment to Labor Law Section 201, effective immediately, requiring that all mandatory workplace postings be made available to employees through the employer’s website or by email.
As New York State employers know, there is a requirement to provide Notice of Pay Rate to new employees.
Since December 27, 2021, by an Order of the Commissioner of Health and Mental Hygiene, New York City workers have been required to provide proof of vaccination against COVID-19 before entering the workplace.
As previously reported, under the New York State Health and Essential Rights Act (HERO Act) (which was signed into law on May 5, 2021), the New York State Department of Labor (DOL), in cooperation with the New York State Department of Health, published The Airborne Infectious Disease Exposure Prevention Standard (Standard) on July 6, 2021.[1
The Occupational Safety and Health Administration (OSHA) is developing a rule requiring employers with 100 or more employees to ensure workers are fully vaccinated against COVID-19 or test negative for COVID-19 at least once a week before physically showing up to work.
On July 27, 2021, the Center for Disease Control and Prevention (CDC) updated its guidance When You’ve Been Fully Vaccinated given new evidence on the B.1.617.2 (Delta) variant.
On July 6, 2021, the New York State Department of Labor (DOL) published The Airborne Infectious Disease Exposure Prevention Standard (Standard). The Standard applies to most private employers, regardless of size, with worksites located in New York State.
On June 11, 2021, Governor Andrew M. Cuomo signed Senate Bill S6768 amending certain provisions of the New York Health and Essential Rights Act (Act), in the New York Labor Law, relating to preventing occupational exposure to an airborne infectious disease.
On March 12, 2021, Governor Cuomo signed legislation granting employees with paid time off to receive their COVID-19 vaccination.
On March 11, 2021, Governor Cuomo announced that domestic travelers will no longer be required to quarantine after entering New York State from another U.S. State or U.S Territory starting April 1, 2021 (unless they have been exposed to COVID-19).
On January 20, 2021, New York State released supplemental guidance regarding the application of COVID-19 sick leave for all eligible employees. The supplemental guidance stipulates that employees may qualify for leave under the New York State COVID-19 Sick Leave law for up to three orders of quarantine or isolation and that the second and third orders must be based on positive COVID-19 tests.
On January 5, 2021, New York City Mayor Bill de Blasio signed into law two new local laws affecting fast food workers. Fast food employers have until July 2021 (when the laws take effect) to prepare for and implement the necessary changes to their practices and at-will employment policies.