As previously reported, effective January 1, 2025, New York employers will be required to provide employees with 20 hours of Paid Prenatal Personal Leave during any 52-week period. New York State has now released guidance for employers and employees, as well as FAQs, that employers should consult as they implement the new leave requirement.
Read MoreLast month, New York State passed its budget for fiscal year 2025. The budget expanded New York State’s Paid Sick and Safe Leave Law to require that employers provide 20 hours of paid leave to employees for prenatal medical care, and amended the New York Labor Law to require that employers provide paid break time for employees to express breast milk following childbirth.
Read MoreOn November 21, 2022, Governor Hochul signed a bill amending Section 215 of the New York Labor Law, expanding employee protections by prohibiting discrimination, retaliation, and other adverse employment actions on the basis of an employee’s use of a legally protected absence pursuant to federal, state, or local law.
Read MoreThe employment law landscape is ever-changing when it comes to COVID-19 and compliance issues. This alert summarizes some recent key developments: the dissolution of the stay on the OSHA vaccinate or test mandate, the passage of child vaccination leave for COVID-19 in NYC, and the extension of the designation of COVID-19 as an airborne infectious disease for HERO Act purposes.
Read MoreSince March 2020, New York State law has required employers to provide job protected sick leave for employees subject to a mandatory or precautionary order of quarantine or isolation due to COVID-19 and who are unable to telework (“COVID-19 Sick Leave”). Last week, the New York State Department of Labor issued additional guidance that appears to significantly expand employees’ entitlement to COVID-19 Sick Leave.
Read MoreAs addressed in our prior client alert, New York State enacted state-wide mandatory sick/safe leave earlier this year. Recently, the NYS Department of Labor issued proposed regulations, providing additional guidance on the implementation of the law. The proposed regulations are narrow and primarily address three issues: (1) requiring employee documentation of the use of sick/safe leave, (2) counting employees to determine how much sick/safe leave an employer must offer, and (3) rounding time worked to determine employee accruals. Notably, the proposed regulations do not address many of the open questions surrounding the law, such as the impact of the law on existing collective bargaining agreements and the extent to which frontloading sick/safe leave removes the need to carryover unused leave.
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