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Blog

September 2017

DEALING WITH NEW YORK STATE’S NEW PAID FAMILY LEAVE LAW

On behalf of Egan Law Firm, LLC on Tuesday, September 26, 2017

Starting on January 01, 2018, employees in New York will be eligible for 8 weeks of Paid Family Leave (“PFL”). Employees will be eligible for payments equal to 50% of their average weekly wage or 50% of the average NY weekly wage, which ever is smaller. The average weekly wage in New York is $1305.92…. Read more »

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How employers reduce the odds of a lawsuit

On behalf of Egan Law Firm, LLC on Monday, September 25, 2017

Sexual harassment lawsuits may cost New York employers a lot of money. They may also act to tarnish a company’s brand. Therefore, it is critical for employers to take steps to prevent such lawsuits from occurring. In some cases, it may be as easy as updating corporate policy related to sexual harassment in the workplace…. Read more »

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Proposed overtime salary threshold increase blocked by court

On behalf of Egan Law Firm, LLC on Tuesday, September 19, 2017

Business owners in New York might be interested in learning that the Obama-era wage-and-hour rule that would have increased the salary threshold for overtime eligibility to $47,000 per year was blocked by a federal court. A judge in Texas stated that the salary threshold was simply too high and would result in many managers being… Read more »

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Consequences of not being compliant with wage laws

On behalf of Egan Law Firm, LLC on Monday, September 11, 2017

New York employers face the additional burden of complying with New York State’s wage and hour laws.  Like the Fair Labor Standards Act, the New York State Labor Law sanctions employers for not paying time and a half for all hours worked over 40 hours in a week and awards liquidated damages in many circumstances…. Read more »

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Overtime policies need to address remote and online work

On behalf of Egan Law Firm, LLC on Wednesday, September 6, 2017

Technology frees many people from their desks. This mobility, however, can complicate issues about overtime for nonexempt employees. New York employers should make sure that their overtime policies specifically address work done after hours by email, text or telephone conversation. A company should describe whether the activity is permitted, and, if so, how an employee… Read more »

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