In an effort to prevent the occupational exposure to an airborne infectious disease, the New York legislature has passed the aptly named New York Health and Essential Rights Act, or NY.
To embed, copy and paste the code into your website or blog:
On April 20, 2021, the New York Legislature passed the “New York Health and Essential Rights Act” or “HERO Act.” To date, the bill has not been signed by the Governor, but we expect it to be executed in the near future. The bill, as written, would impose significant obligations on employers, regardless of size, in an effort to prevent exposure to airborne infectious diseases.
The bill amends the New York Labor Law by adding two new sections. First, the bill adds Section 218-b, which mandates covered employers to adopt and publish a written “airborne infectious disease exposure prevention plan.” The law explicitly excludes public employers, including the state, political subdivisions of the state, public authorities, and any other governmental agency or instrumentality from the definition of “employer.” However, as noted above, the law does
To embed, copy and paste the code into your website or blog:
More bad news for New York City’s fast food employers. The Supreme Court of the State of New York, Appellate Division, First Department has upheld New York City’s Fair Workweek Law in a decision that rejects a challenge from a coalition of industry groups.
As we noted in a prior alert, the Fair Workweek Law was enacted by New York City in 2017 and requires fast food and retail employers to provide worker schedules in advance, give current employees priority in working shifts that become available or open, and make certain premium payments to fast food and retail employees when their schedules are changed or they are provided with fewer than 11 hours off between shifts. The law became effective in November 2017.
To embed, copy and paste the code into your website or blog:
For New York employers, the new state law that legalizes cannabis also modifies the New York Labor Law (NYLL) to impose restrictions on employers and add protections for employees concerning the recreational use of marijuana.
Signed into law by Gov. Andrew Cuomo on March 31, 2021, the New York Marihuana Regulation and Taxation Act (the Act)[1] legalizes for adults the personal possession and home cultivation of marijuana, allows for the expungement of certain marijuana convictions and sets up a framework for businesses to apply for grow and distribution licenses.
For employers, effective immediately, the Act prohibits discrimination against workers based on the legal use or possession of marijuana products while off duty and outside the workplace subject to a few exceptions discussed below.
To embed, copy and paste the code into your website or blog:
New York’s Marijuana Regulation and Taxation Act legalized recreational cannabis in New York State on March 31, 2021. While it will take some time to organize and implement many aspects of the law such as the issuing of registrations, licenses, and permits to sell and distribute cannabis there are immediate consequences related to employee cannabis possession and use that took effect upon Governor Andrew Cuomo’s signature.
Effective March 31, 2021, the following acts are lawful for persons 21 years of age or older:
Possessing, displaying, purchasing, obtaining, or transporting up to three ounces of cannabis.