by Meagan | Aug 28, 2025 | Employment Law, Time & Attendance
Beginning September 24, 2025, the following employment laws take effect. REPORTING TIME PAY Employers with 10 or more employees will need to pay nonexempt employees for reporting to work when the employer cancels or reduces the hours they were scheduled to work. In...
by Meagan | Aug 18, 2025 | Employment Law, Human Resources, Time & Attendance
We have an employee out due to a work-related injury. Do we still need to send them Family and Medical Leave Act (FMLA) paperwork if they’re already on workers’ compensation? It depends. The FMLA and workers’ compensation serve different purposes. The FMLA provides...
by Meagan | Jul 24, 2025 | covid-19, Employment Law, Human Resources, Time & Attendance
After July 31, 2025, New York employers no longer need to provide COVID-19 sick leave and can do away with any applicable policies.
by Meagan | Jul 22, 2025 | Employment Law, Time & Attendance
Whether they need to be paid depends on the employee’s classification under the Fair Labor Standards Act. Exempt employees will need to receive their full day’s salary, and nonexempt employees will need to be paid for the hours they actually worked. Be aware that...
by Meagan | May 12, 2025 | Human Resources, Time & Attendance
Yes. Employer-initiated contact during a protected leave is permissible, but it should be minimal and limited to necessary updates (like relocation of the workplace or a change in operating hours), confirmation of return dates, or expressions of goodwill. Occasional,...
by Meagan | May 5, 2025 | Employment Law, Human Resources, Time & Attendance
The federal Fair Labor Standards Act, amended by the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), requires all employers to provide reasonable break time and a private, non-bathroom space for nursing employees to express breast milk. It...
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