Levy Employment Law Blog

Blog Authors

Latest from Levy Employment Law Blog

By Tracey Levy and Alexandra Lapes With the goal of getting employees back to work safely while ensuring business continuity, and in compliance with local, state, and federal laws, employers should consider the following key measures to take as New York, New Jersey, and Connecticut permit more businesses to reopen during the COVID-19 pandemic. 1 … Read More The post Working Our Way to Normalcy: A Tri-State Guide to Reopening Your Business appeared first on Levy Employment Law.…
By Tracey I. Levy The U.S. Department of Labor has issued a mandatory poster and updated its initial guidance to answer many more of employers’ questions with regard to the application of the Emergency Paid Sick Leave law, which takes effect April 1, 2020.  The poster must be posted in a conspicuous place on the employer’s premises or on a website for employee information, or emailed or direct mailed to all employees. The DOL’s guidance includes the following key points, many of which we had referenced in our last HR Strategy article on the new federal and New York State…
By Tracey I. Levy, Esq. [Ed. Note 4/3/20: updated guidance from the NYS DOL has made clear that the paid sick leave requirement, discussed below, with respect to employers with 100 or more employees is 14 calendar days, not working days as a prior version of the DOL guidance had indicated.  Therefore, employers with 100-499 … Read More The post Federal, NYS Emergency Sick Leave Laws Protect Employees Impacted by COVID-19, Impose Substantial New Obligations on Many Private Employers appeared first on Levy Employment Law.…
By Tracey I. Levy, Esq. and Alexandra Lapes, Esq. As the global Coronavirus situation is expanding rapidly and hitting close to home, Westchester County and New York City employers should review their communicable disease plans and implement preventative measures to limit the potential effect of illness in the workplace. Key strategies for employers in preparing … Read More The post Managing Workplace Epidemics: Coronavirus Concerns in Westchester County and New York City appeared first on Levy Employment Law.…
By Tracey I. Levy, Esq. and Alexandra Lapes, Esq. Just over a year after New York enacted sweeping protections against sexual harassment, Governor Cuomo today signed into law further amendments to the New York State Human Rights Law to provide more expansive protections for employees based on any protected characteristic. SPECIAL ALERT – IMMEDIATE ACTION REQUIRED Distribute Policy for Harassment Prevention Training Of most immediate concern, employers who are racing to comply with the October 9 deadline for year one of harassment prevention training should note that, effective immediately, employers are mandated to distribute a copy of their sexual harassment…
By: Tracey I. Levy and Alexandra Lapes Employers in Westchester County must pay close attention to legal developments at the county level, as the past ten months have brought an unprecedented array of new mandates specific to private employers in the county, and further requirements are likely to come.  For those employers who may have overlooked it, the new mandates include paid leave benefits – first sick time and soon “safe time” leave – as well as restrictions on hiring practices – a ban on salary history inquiries, and limits on when employers can inquire about criminal history. Earned Safe…
Recent changes to New York State law regarding prevention of sexual harassment will require employers to revisit existing policies to comply with newly-mandated provisions, as summarized in our lead story from Takeaways, Spring 2018.  But looking beyond the state law, one key lesson to be derived from the #MeToo movement is that workplace policies prohibiting harassment must also emphasize power disparities.  The common thread in so many of the #MeToo-type incidents reported in the media is the use of, or perceived threat to use, power to objectify or demean someone.   This power-based focus is not just limited to gender;…
Beginning this fall, employers in New York State will be required to provide interactive harassment prevention training to employees.  This is not a new concept – such training has been mandated for years in California, Connecticut and Maine – but the scope, nature and frequency of the training are quite different from what other states have legally required.  Consider: All private employers are covered – other states only mandate employers of a certain size to provide such training; New York’s law applies to every private sector employer; All employees are covered – other states only mandate training for those at…