Author Archives: pmphrblog

What Business Owners Must Do to Ensure Your Non-Compete is Enforceable in New York

As a business owner, it is likely you have spent a number of years creating, developing, and fostering a formula to make your business highly competitive.  After expending such efforts to give your business its competitive edge, you want to protect your company’s from the threat of a former employee using stolen business methods to […]

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‘Trans-form’ Your Workplace to be More Inclusive of Transgender and Non-Conforming Employees

Although employers don’t intentionally create a hostile work environment for transgender and non-conforming (TGNC) employees, often the outcome is a hostile work environment due to a lack of understanding and education.  Many TGNC employees experience unnecessary barriers that make working harder than it needs to be on a daily basis.  When it comes to any […]

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New York’s Suffolk County Imposes Salary History Ban Takes Effect June 30, 2019

On November 20, 2018, the Suffolk County Legislature passed the Restrict Information Regarding Salary and Earnings Act (“RISE” Act) by a vote of 17-0.  As stated in the RISE Act’s legislative intent section, the New York State Department of Labor (NYSDOL) issued a report in April 2018 which found that women in Suffolk County earn […]

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Protect Your Company By Playing It Safe When Hiring Interns

As we enter into the start of summer, college students now begin their summer internship programs. It is time for employers and businesses to review their internship program policies. College students rely on summer internships to gain valuable professional experience and in exchange, companies provide unpaid internships as an opportunity to let students learn from […]

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SSA “No-Match” Letters Strike Again

The Social Security Administration (SSA) has once again begun the practice of sending “no-match letters” to employers.  The SSA sends no-match letters (or more formally known as Employer Correction Requests) to employers with at least one employee whose filed W-2 contains a Social Security number and name combination that does not match the SSA’s records.  […]

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News Alert: Employers Must Provide 2017 and 2018 Pay Data by September 30, 2019

Employers, including federal contractors and subcontractors, with 100 or more employees have until September 30, 2019 to cull together and submit their pay and hours data from both 2017 and 2018 to the United States Equal Employment Opportunity Commission (EEOC).  On April 25, 2019, a federal judge in Washington D.C. ruled that employers are required […]

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Review Your Handbooks, New York City Lactation Laws Went Into Effect

Two new laws passed by the New York City Counsel went into effect on March 18, 2019 regarding employers’ requirements to provide lactation rooms and accommodations for employees.  These new laws apply to employers with four or more employees in New York City and they require employers to provide lactation rooms to employees upon request, […]

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New York City Council Passes Bill Banning Pre-Employment Marijuana Drug Testing

It’s time for New York City employers to reconsider their pre-employment drug testing policies.  On April 9, 2019, the New York City Council (“Council”) passed a bill by a 40-to-4 vote that would prevent most employers from requiring pre-employment drug testing for marijuana.  This bill is the city’s latest efforts in a series of steps […]

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Changes to the Paid Voting Time Law in New York State

On April 1, 2019, New York State passed a new yearly budget that includes a provision revising the amount of paid voting time employees may take to vote. New York’s previous law on voting leave provided that if an employee had four consecutive hours either between the opening of the polls and the beginning of […]

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A Welcomed Victory for the NY Home Care Industry

On March 26, 2019, the New York Court of Appeals issued a highly favorable decision for the New York home care industry.  The Court of Appeals reversed two Appellate Division decisions, Andryeyeva v. New York Health Care, Inc. and Moreno v. Future Care Health Services, Inc., and deferentially relied on the New York Department of […]

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