A question I’m often asked is whether employers need to pay their employees for checking and responding to e-mail during what would normally be the employee’s personal time. The answer is yes, and the answer applies to any form of e-communication, such as texting and instant messaging, and also to phone calls. While this may … Read more
On April 1, 2013, Governor Cuomo signed legislation that will increase New York’s minimum wage (currently, $7.25/hour) to $9.00/hour over a three-year period. Starting December 31, 2013, the minimum wage will raise incrementally as follows: December 31, 2013 – $8.00/hour December 31, 2014 – $8.75/hour December 31, 2015 – $9.00/hour What many employers don’t know … Read more
Federal, state and city laws require all employers (even those with only one employee) to display labor law posters informing employees of their rights under the laws. Where there is a law on the subject, there is usually a posting requirement. In turn, this means there are many posting requirements. Posters wouldn’t be a big … Read more
In two prior posts (How to Use Interns the Right Way (and Keep Litigation at Bay) and The Fox Searchlight Ruling and What It Means for Unpaid Internships), we discussed a growing litigation trend on behalf of unpaid interns who are now claiming that they were really employees who should have been paid for their … Read more
(Update: On July 2, 2015, the Second Circuit Court of Appeals issued a decision in the appeal of Glatt v. Fox Searchlight Pictures Inc. and answered the question of when an unpaid intern is an employee entitled to compensation under the Fair Labor Standards Act. A blog post on that decision appears here.) A version of … Read more
On March 13, 2013, the New York City Council passed a bill amending the New York City Human Rights Law to protect the unemployed. The new law goes into effect June 11, 2013 and generally prohibits discrimination based on an individual’s unemployment status and the posting of job advertisements requiring applicants to be employed. The … Read more
Earlier this month, the U.S. Equal Employment Opportunity Commission (EEOC) secured a $240 million jury verdict for a group of 32 intellectually disabled workers who were subjected to physical abuse and pay discrimination in their employment with Hill Country Farms Inc. The verdict is the highest the EEOC has ever secured. Although the amount ultimately … Read more
A common way for employers to boost employee morale and promote team building is to host non-work related recreational activities, such as sports teams and bowling events. While most employers are mindful of the potential for workers’ compensation and negligence liabilities for injuries occurring during these events, and often take necessary precautions to minimize those … Read more
(Update: On July 2, 2015, the Second Circuit Court of Appeals issued a decision addressing when an unpaid intern is an employee entitled to compensation under the Fair Labor Standards Act. A blog post on that decision appears here. In issuing that decision, the Second Circuit, which encompasses Connecticut, New York, and Vermont, declined to follow … Read more
Last month, the U.S. Citizenship and Immigration Services (USCIS) released a new I-9 form to be used by employers. The I-9 form is the form employers are required to use for verifying that their employees are authorized to work in the U.S. Employers must use the new form (available in English and Spanish, the latter of … 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.