by Stephen D. Hans | Apr 9, 2024 | Healthcare, NY Paid Family Leave Amendments for 2022, Paid Family Leave Updates for 2023
The Responsibilities of Employers in NYC to Provide Paid Leave for Workers In 2020, the New York state legislature passed a new law guaranteeing paid sick leave to qualified employees throughout the state. Later that year, New York City amended the Earned Safe and Sick Time Act (ESSTA) to ensure compliance with the state law. Here are the pertinent details of New York City’s paid safe and sick leave law: All employers in New York City with 100 or more employees are required to provide each worker with a minimum of 56 hours of paid leave every calendar year Businesses with more than four, but less than 100 employees, must give workers at least 40 hours of paid leave during the calendar year Companies with less than five employees, but an annual net income of more than $1 million, must also allow up to 40 hours of paid leave per calendar year Companies with fewer than five employees, but less than $1 in net income, must still allow up to 40 hours of annual leave per calendar year, but do not have to pay employees while on leave Under the law, employers must put together a written safe and sick leave policy and must give employees a copy or otherwise ensure that employees understand what the benefit is and how to use it. An employer may not impose a waiting period for new employees to use the benefits. The employer must also keep employees informed of how much leave time has been used and how much is left, either as a part of the worker’s compensation information or through...
by Stephen D. Hans | Oct 2, 2013 | Healthcare
Although the Affordable Care Act (ACA) does not require small business with fewer than 50 employees to provide health insurance, all companies are required to notify their employees about the Obamacare marketplaces before Oct. 1st of this year. The state and federal insurance exchanges set up to comply with the healthcare law are websites on which you or your employees can shop for health plans. Many small businesses are unaware of the requirement and mistakenly believe that the rules don’t apply to them because they are too small an operation to fall under the law’s mandates. However, penalties for businesses that don’t comply can be subjected to fines of up to $100 per employee per day. The healthcare law’s notification requirement applies to any business regulated under the Fair Labor Standards Act, which covers all companies that have at least one employee and $500,000 in yearly revenue. No exceptions or exemptions are made for small business employers, which mean it is imperative that you get this notice out to your employees post haste. The U.S. Department of Labor has posted information about the notification requirement on its website and has provided model notices that can be used both by employers who offer insurance and by those who do not offer insurance . You can download, fill out and print the notices and distribute them to your employees either in your office or through the mail. Additionally, any employee who is hired after the exchanges are open (Oct 1, 2013) must receive a notice within two weeks of their employment start date. Discuss healthcare reform compliance with a NY employment...
