By October 9, every employer in New York State is required to adopt a sexual harassment prevention policy that meets or exceeds certain minimum standards. Specifically, the policy must: prohibit sexual harassment consistent with guidance issued by the New York State Department of Labor in consultation with the New York State Division of Human Rights; … Read more
Earlier this year, the Stop Sexual Harassment in New York City Act went into effect. One of the law’s requirements is that NYC employers must post and display a sexual harassment rights and responsibilities poster and provide a fact sheet to new hires by September 6, 2018. This month, the New York City Commission on … Read more
In late May, the Supreme Court upheld the lawfulness of class action waivers in arbitration agreements (Epic Systems Corp. v. Lewis, 584 U.S. ____ (2018)). This means that employers are free to not only require employees to sign an agreement mandating that all of their employment disputes go to binding, private arbitration rather than courts, … Read more
A new law requires New York City employers to allow employees to make two temporary scheduling changes per year for certain personal events. The new law is effective July 18, 2018. Personal events which trigger the right to a temporary schedule change include: To provide care to a minor child or to a person with … Read more
A new state law in New Jersey requires employers to provide paid sick leave to their employees. The new law goes into effect on October 29, 2018. Under the new law, employers must provide employees with up to 40 hours of paid sick leave each benefit year. Employees will be able to accrue one hour … Read more
(Update: New York employers now have until January 1, 2019 to conduct sexual harassment training.) A new law requires all New York employers to conduct mandatory sexual harassment training beginning October 9, 2018. The law requires employers to provide sexual harassment training every year. At a minimum, the training program must: Be interactive Explain what … Read more
Federal and New York law both require covered employers to provide reasonable unpaid break time to nursing mothers to express breast milk. Federal law mandates that the breaks be provided for one year following child birth, and New York law mandates that the breaks be provided for three years following child birth. These requirements beg … Read more
The New York Workers’ Compensation Board has prepared and released the forms necessary for implementing the New York Paid Family Leave Law, which goes into effect on January 1, 2018. The forms are available on the New York State website. The available forms include the PFL-1 form, through which employees may request leave, and other … Read more
In July, United States Citizenship and Immigration Services (USCIS) published a revised Form I-9 for employers to use. Employers must use the new form beginning no later than September 18, 2017. Among the more notable changes to the form is the addition of Form FS-240 (Consular Report of Birth Abroad) to List C of acceptable … Read more
New York’s Paid Family Leave Benefits Law (PFL) will provide New York employees with up to 12 weeks of job-protected paid family leave to bond with a new child, care for a family member with a serious health condition, or address a qualifying exigency relating to the active military duty of a spouse, domestic partner, … Read more
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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.