Law Office of Irene Sinayskaya

Beginning on January 1, 2018, paid family leave in New York becomes a mandatory benefit. The paid family leave in New York was enacted to provide job-protected time off to employees to care for a new child, care for a family member with a serious health condition, or address family matters due to a military need. This law will affect and require compliance from all private employers with one of more employees in New York State, even if the company itself is located outside of New York State.

Additional regulations imposed on business owners in the fast-food industry in New York City, taking effect later this year. New York City’s under Local Law 20-1251 (Int. No. 1387-A), prohibits retail employers from cancelling, changing, or adding work shifts within 72 hours of the start of the shift. However, the retail employees may request time off themselves and may switch shifts with co-workers. There do exist limited circumstances under which the employers can revise ...the employees work schedules with less than the required 72 hour notice. In addition, retail employers must also 1. Post employees schedule 72 hours before the beginning of scheduled work; 2. Provide upon request a written copy of employee’s schedule for any week worked within the past three years; and 3. Provide upon request the current schedule for all retail employees at the work location.

The Appellate Courts decision has many on pins and needles waiting for a determination whether employees must be paid for meal time and sleep time while employed at the home of the employer. The determination will greatly affect the home care agency community as well as the individuals who depend on their services.

Dear New York business owners, payroll deductions for New York Paid Family Leave have gone into effect for benefits starting January 1, 2018. Please make sure that you have commenced deductions by the applicable amount.