In his daily press briefing, Governor Cuomo stated this morning that all non-essential businesses will be required to reduce their workplace staffs to zero.  He stated that this will be enforced.  Violations of the workplace reduction will result in civil fines and even mandatory closure for any business not in compliance.  NOTE:  ESSENTIAL SERVICES DO NOT HAVE TO BE REDUCED.

Read More >> COVID-19: Update from the Governor’s Press Conference Today

Governor Andrew Cuomo issued Executive Order 202.6 late on March 18th.  Under the order, effective as of March 20th at 8 p.m., all businesses and not-for-profit entities are to use any telecommuting or work from home procedures that they can safely utilize to the maximum extent possible.  This order does not apply to government entities, municipalities and public schools.  This order requires every employer, unless exempted, to reduce its in-person workforce at any work locations by 50% by today, March 20th, at 8 p.m.

On March 19th, the Governor issued Executive Order 202.7.  This order requires every employer, unless exempted, to reduce its in-person workforce at any work locations by 75% by tomorrow, Saturday, March 21, at 8 p.m.

Read More >> New Executive Order Requires Reduction of In-Person Workforce by 75%

New York Governor Andrew Cuomo issued Executive Order 202.6 late on March 18.  Under the order, effective as of March 20 at 8 p.m., all businesses and not-for-profit entities are to use any telecommuting or work from home procedures that they can safely utilize to the maximum extent possible.

Most importantly, unless excepted, each employer is to reduce the in-person workforce at any work locations by 50% by tomorrow, Friday, March 20, at 8 p.m.

Read More >> Governor Cuomo Issues Executive Order 202.6 to Reduce In-Person Workforce by 50%

On February 6, 2020, Governor Andrew Cuomo signed an amendment to New York Labor Law § 592 that reduces the period of time that striking workers must wait before receiving unemployment insurance benefits.  The amendment took effect immediately.

Read More >> New York Reduces the Period of Time that Striking Workers Must Wait Before Receiving Unemployment Insurance Benefits

The New York State Department of Labor, after holding multiple hearings across the state regarding the impact of tip credits for employees covered by the Minimum Wage Order for Miscellaneous Industries and Occupations, issued a report recommending the elimination of the tip credit for all miscellaneous industry workers.  Governor Cuomo recently announced that this recommendation will be implemented in two phases.  Effective June 30, 2020, the tip credit will be cut in half.  Effective December 31, 2020, the tip credit will be eliminated entirely.  This will affect an estimated 70,000 employees, in occupations such as car wash attendants, nail and hair salon workers, tow truck drivers, dog groomers, wedding planners, tour guides, and valet parking attendants.  This will not affect employees covered by the Hospitality Industry Wage Order, such as service employees and food service workers in hotels and restaurants.

Read More >> Governor Cuomo Announces Plan to Eliminate Tip Credit for Employees Outside the Hospitality Industry

Employers in New York will be required to comply with the new state minimum wage rates and the new state salary thresholds to qualify for the executive and administrative exemptions, effective December 31, 2019.

Read More >> Reminder: New York Minimum Wage Rates and Salary Thresholds for the Executive and Administrative Exemptions Will Increase on December 31, 2019

On November 8, 2019, Governor Cuomo signed legislation that provides certain protections for employees based on “reproductive health decision making.”  Under the new legislation, which is codified in New York Labor Law Section 203-e, “reproductive health decision making” includes, but is not limited to, “the decision to use or access a particular drug, device or medical service" related to reproductive health.  Simply put, employers in New York cannot take adverse employment actions against employees based on decisions such as obtaining fertility-related medical procedures, using birth control drugs or contraceptive devices, or having an abortion.

Read More >> New Legislation Prohibits Employment Discrimination Based on Reproductive Health Decision Making

There are scarier things than lions, tigers, and bears facing New York State employers this Halloween.  Ghosts and goblins cannot compete with the following scenarios, which are more “trick” than “treat."

Read More >> Happy Halloween! Some Tips to Avoid Getting Spooked by New Employment Laws

On August 20, 2019, Governor Andrew Cuomo signed an amendment to the New York Human Rights Law which grants additional employment protections to victims of domestic violence, similar to those already provided by the New York City Human Rights Law.  Beginning on November 18, 2019, employers in New York State will be required to provide certain reasonable accommodations to employees who are victims of domestic violence or parents of children who are victims of domestic violence.

Read More >> New York Increases Employment Protections for Victims of Domestic Violence

On August 12, 2019, Governor Cuomo signed the legislation that was passed by the New York State Assembly and Senate on June 19, 2019, making sweeping changes to the New York Human Rights Law. We previously posted a summary of the significant amendments to the Human Rights Law and the potential impact that these amendments could have on the litigation of discrimination and harassment claims filed with the Division of Human Rights and in court. The legislation does not apply retroactively, so only future claims under the Human Rights Law will be affected.

Read More >> Governor Cuomo Signs Bill Amending the Human Rights Law

New York has for many years had a law on the books that prohibits employers from retaliating against an employee because the employee has complained about an alleged violation of the wage and hour laws.  Specifically, New York Labor Law Section 215 states that an employer may not "discharge, threaten, penalize, or in any other manner discriminate or retaliate against any employee" because the employee complained of an alleged violation of the Labor Law or otherwise cooperated with a Department of Labor or Attorney General investigation regarding an alleged violation of the Labor Law.

On July 29, 2019, Governor Cuomo signed legislation amending the statute to specify that the phrase "threaten, penalize, or in any manner discriminate or retaliate against any employee" includes threatening to contact or contacting United States immigration authorities or otherwise reporting or threatening to report the citizenship or suspected immigration status of an employee or an employee's family member.  The legislation is effective 90 days after the date on which the Governor signed it.

Read More >> Recent New York Legislation Prohibits Employers From Threatening to Report an Employee's Suspected Immigration Status in Retaliation for Labor Law Complaints

On July 12, Governor Cuomo signed a bill amending the New York Human Rights Law to prohibit employment discrimination based on "traits historically associated with race, including, but not limited to, hair texture and protective hairstyles."  The term "protective hairstyles" includes, but is not limited to, "such hairstyles as braids, locks, and twists."  This amendment took effect immediately upon the Governor's signature.

Read More >> New York Amends the Human Rights Law to Prohibit Discrimination Based on Traits Historically Associated With Race (Such As Hair Texture and Protective Hairstyles)