Kristine Sova provides an array of labor and employment legal services in a variety of industries across both the for-profit and non-profit sectors. Her labor and employment legal services are listed below. Click any section to read more.
This past spring, New York’s election laws were amended to provide for an additional hour of paid time off from work to vote. Previously, New York employers only had to provide employees with up to two hours of paid time off from work to vote and only if employees did not have sufficient time to … Read more
New York has long prohibited unequal pay for unequal work based on sex. However, come October 8, 2019, New York employers will also be prohibited from paying employees who are a member of one or more protected classes (no longer limited to sex) at a lesser rate than employees outside the protected class or classes … Read more
A variation of this post appeared on my website a number of years ago following the initial wave of unpaid intern lawsuits that were filed in New York in 2011 and 2012. One of the questions that presented itself as a result of those lawsuits was: What’s the appropriate test for an unpaid internship? In … Read more
Snow will soon be here and employers will have to make decisions about whether to close, keep regular hours, allow some or all employees to work from home, or have a delayed opening. The considerations from a labor and employment law perspective, as always, are many. We discuss some of them below. Safety The most important factor … Read more
Have you heard of “spread of hours” pay, “split shift” pay, and “call-in” pay? Don’t be surprised if you haven’t. New York has three extra pay requirements that aren’t found in the New York Labor Law, but rather in industry-specific wage orders promulgated by the Commissioner of Labor. The result is that some of the … Read more
On May 4, 2017, Mayor Bill de Blasio signed into law an amendment to the New York City Human Rights Law that now restricts employers in New York City, with four or more employees, from inquiring into a prospective employee’s salary history during the interview and hiring process. The restriction is part of a growing … Read more
Six months from now, on December 1, 2016, a new federal overtime rule goes into effect. The new overtime rule doubles the annual salary threshold that must be paid to an employee in order for the employee to qualify for an exemption from the overtime pay requirements. The current annual salary is $23,660 and the … Read more
Wage theft prevention remains a priority in New York so much so that, in recent years, the state has incrementally expanded the personal liability of LLC members and corporate shareholders for the unpaid wages due their organization’s employees. Early last year, Section 609 of New York’s Limited Liability Company Law was amended with the addition … Read more
Employers often run afoul of wage-hour laws in similar ways, three of which are discussed below. Luckily, these errors can often be remedied, in a prospective manner, through a simple change in policy or practice. Refusing to Pay for Unauthorized Overtime Many employers require employees to seek approval before working overtime. While that is an … Read more
If a non-exempt employee works part time for two separate, but related, employers in the same workweek, such that the employee works 20 hours per week in one company and 25 hours per week in the other company, is the employee legally entitled to overtime pay because he is working more than 40 hours per … Read more
If you are not a current client of the Law Office of Kristine A. Sova, please do not include any information in this e-mail that you or someone else considers to be of a confidential or secret nature. The Law Office of Kristine A. Sova has no duty to keep confidential any of the information you provide.
In addition, please be advised that the transmission of information via this website or by e-mail does not establish an attorney-client relationship. An attorney-client relationship with the Law Office of Kristine A. Sova is not established until and unless the Law Office of Kristine A. Sova agrees to such a relationship in a separate written document.
If you are not a current client of the Law Office of Kristine A. Sova, please do not include any information in this e-mail that you or someone else considers to be of a confidential or secret nature. The Law Office of Kristine A. Sova has no duty to keep confidential any of the information you provide.
In addition, please be advised that the transmission of information via this website or by e-mail does not establish an attorney-client relationship. An attorney-client relationship with the Law Office of Kristine A. Sova is not established until and unless the Law Office of Kristine A. Sova agrees to such a relationship in a separate written document.