Starting in 2020, there are some pretty significant labor law changes you need to know about if you employ people in New York state. Please read below and familiarize yourself with what new labor laws in New York might mean for your business.
Minimum Wage Increases:
One of the most significant changes is the varying wage increases. Depending on where you are doing business, there are different figures. Pay attention to not only how much the minimum wage increase is, but where those rates apply.
New York City With 11 Or More Employees: $15.00
New York City With 10 Or Fewer Employees: $15.00 (Up from $13.50)
Westchester County And Long Island: $13.00 (Up from $12.00)
Remainder of New York State $11.80 (Up from $11.10)
There is a special minimum hourly wage requirement consideration for fast food establishments that have more than 30 locations.
New York City Only: $15.00
Outside Of New York City: $13.75
Salary Requirement Changes As Of December 2019:
There are also minimum salary requirement changes as part of New Labor Laws in New York to take note of as of January 2020. What determines a salaried and therefore exempt employee is something to pay close attention to. Employees that are exempt need to remain exempt by the end of the year. Salaried employees are not entitled to overtime pay and they also need to remain full-time status.
New York City With 11 Or More Employees: $1,125.00 per week
New York City With 10 or Fewer Employees: $1,012.50 per week
Nassau, Norfolk, And Westchester Counties: $900.00 per week
Outside Of Nassau, Norfolk, And Westchester: $800.00 per week
Paid Voting Leave As Of February 2020:
New York employers must pay all employees registered to vote up to 3 hours of paid voting leave. All New York employers must also afford time for their employees registered to vote either at the beginning of the workday or after.
Salary History Ban As Of January 6, 2020:
New York employers are no longer permitted to ask for a prospective or current employee’s salary history, nor use it to determine compensation for employment.
What determines harassment in the workplace a litigable offense is becoming more vague. Also, the valid use of arbitration in these cases is coming into question in New York state courts. The general consensus of advice with legal professionals is to make sure that Sexual and Harassment training is done at hiring and at least once a year in your workplace, including handouts and guides for employees to refer to.
If you would like to know more about how you can protect your business against and stay compliant with the new and existing New York labor laws, contact us today.
If you’d like to find out more about how PEOs can help you provide great benefits and payroll management at less than you are paying now, contact us today for a free consultation.
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