Commencing January 6, 2020, employers in New York State will be prohibited from asking job applicants and current employees about their prior pay history, requesting such information from the applicant’s employee’s former employer(s), and relying on an applicant’s or employee’s prior salary history in determining salary or whether to offer employment. There are two exceptions […]
Prior Salary Inquiries Banned Read More »
In order to be considered exempt from overtime in New York State, an employee must earn a minimum salary. That minimum has increased as of December 31, 2019. In 2020, in order to be considered exempt from overtime, an employee working for a New York City employer will have to earn a minimum of $1,125
Salary Threshold for Exempt Employees Increased as of December 31, 2019 Read More »
Commencing on December 31, 2019, the minimum wage in New York State went up as follows: New York City Employers with 10 or less employees Minimum wage increased from $13.50/hour to $15.00/hour. This matches the minimum wage for New York City employers with 11 or more employees. Long Island and Westchester County Minimum wage increased
Increase in New York State Minimum Wage Read More »
The U.S. Department of Labor (DOL) recently announced a final rule regarding the calculation of “Regular Rate” of pay. This new rule, which is the first update on the definition of Regular Rate of pay in more than 50 years, will take effect on January 15, 2020. The definition of the Regular Rate of Pay is extremely
Labor Department Issues Final Rule on Calculating Regular Rate of Pay Read More »
FMLA Administration: 4 Basic Steps In general, the Family Medical Leave Act (FMLA) is applicable when an employee needs time off to attend to family or medical needs. It requires certain employers with fifty (50) or more employees within a 75-mile radius to provide eligible employees with up to twelve (12) weeks of unpaid annual
FMLA Administration: 4 Basic Steps Read More »
Effective January 1, 2020, the federal white-collar exemption, which was $455.00 per week ($23,660.00 annually) in 2019, will be raised to $684.00 per week ($35,568.00 annually). Any employee under the $35,568.00 limit will be deemed a non-exempt, hourly wage earner eligible for overtime. In addition, the threshold for the exemption for highly compensated employees –
Federal Overtime Threshold Increases on January 1, 2020 Read More »
What Should Employers Do When Workers Exhaust FMLA Leave? When employees exhaust their leave under the Family and Medical Leave Act (FMLA), they may want to return to work or take additional leave. Here are some tips to help employers manage the return-to-work process and decide, if applicable, if providing more leave is appropriate. Eligible
What Should Employers Do When Workers Exhaust FMLA Leave? Read More »
The U.S. Supreme Court sided with an employer on April 24, 2019 by ruling that a worker needs to individually arbitrate his claim against the company rather than bring a classwide claim. In an arbitration agreement, employers and workers can agree in advance to have a neutral third party (an arbitrator) decide legal claims rather
Supreme Court Says Agreements To Arbitrate Classwide Claims Must Be Clear Read More »
EEOC: Applicants’ Religious Beliefs Must Be Considered A recent settlement agreement between United Parcel Service (UPS) and the U.S. Equal Employment Opportunity Commission (EEOC) serves as a reminder that accommodating job applicants’ religious beliefs supersedes an organization’s appearance policy in most cases, even when the job’s role is public-facing. UPS agreed to pay $4.9 million
EEOC: Applicants’ Religious Beliefs Must Be Considered Read More »
An employee has complained about a colleague’s behavior. It’s time to start an investigation into what happened. Where do you begin? In any workplace investigation, it is important to move quickly and ask questions that drill down to the truth of the matter. Here are some tips on conducting a successful workplace investigation. Where and
WORKPLACE INVESTIGATIONS Read More »