November, 2016

NY Employers Still Must Consider Classification of Exempt Employees

For New York employers, the recent federal hold on the FLSA regulatory changes is not the final word. New York State law changes have been proposed, which are far more likely to move forward, that will similarly increase the base salary thresholds for employers in the state, albeit not quite to the level of the proposed FLSA regulations (that level will be reached within the next two to four years, and ultimately surpassed for employers in New York City and the surrounding suburbs). Read More


July, 2015

Three Major Wage Law Changes Require Reassessing Pay Practices

The legal landscape with regard to who must be paid for their work, and what and how they must be paid is collectively shifting as a result of recent developments from the U.S. Department of Labor (DOL) and the federal courts.  A recent decision by the Second Circuit U.S. Court of Appeals has cleared the way for employers to hire more students as unpaid interns by rejecting a rigid six-factor DOL test that had precluded virtually all unpaid internships.  At the same time, though, the DOL has tightened other standards to push many more workers into the classification of employees (not freelancers or independent contractors) and the DOL projects its new proposed regulations on overtime eligibility will annually entitle millions of more employees to overtime pay. Read More


May, 2015

3 Top Employment Law Audit Items: Get Your HR House in Order

Employers are most vulnerable to employment law claims when their business practices are out of sink with current legal standards.  Our top three:

  • new hire notices,
  • background check procedures, and
  • staff classification.

With just a small time investment to check current practices regarding new hire notices and background check procedures, you can save your business many headaches down the road.  Depending on the size and nature of your workforce, a review of staff classification may be a lengthier project, but is well worth the investment in reducing your liability exposure.
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January, 2015

New York State Removes Annual Wage Notice Requirement

Employers are no longer required to annually distribute a notice of wages to their employees pursuant to New York Labor Law section 195.1 (otherwise known as the New York Wage Theft Prevention Act).  The requirement to distribute this notice and obtain each employees’ acknowledgment of receipt between January and February 1 of each year was repealed, effective immediately, as part of a series of amendments to the law that were signed by Governor Cuomo in the final days before of 2014.

Employers are still required, however, to provide the written notice of wage rates to all new hires and obtain their written acknowledgment of receipt. In addition, the recent amendments to the law provide that violations of the notice requirements or other provisions of the state wage laws will result in substantially more punitive consequences for employers including:
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