The Employment Law Manual for New York Employers

A comprehensive summary of federal and New York labor and employment laws, written by an attorney for non-attorney human resources officers, owners, managers and operators of businesses. The book covers topics such as background checks, harassment and discrimination laws, trade secrets and noncompetition principles, hinds and tricks for conducting workplace investigations, hiring employees, and managing performance and misconduct.  Every employer in New York is sure to benefit from the insightful and practical information provide in The Employment Law Manual.

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The Employment Law Manual for New York Employers Book by Emina Poricanin

Emina Poricanin, Esq.

Here are just some of the topics addressed in The Employment Law Manual:

This chapter tests your current knowledge on Employment Law.

This chapter covers the topic of employment laws coverage threshold.

This chapter covers New York Employment Laws Statute of Limitations.

This chapter covers Document Retention Requirements.

  • Advertising as a Recruitment Tool 
  • The Role of Job Descriptions in Recruitment and Hiring 
  • Employment Applications  
  • Interviews and the Hiring Process  
  • Negligent Hiring  
  • Arrest Records  
  • Criminal Convictions  
  • Considering Lawful Off-Duty Activities in the Hiring Process  
  • Noncompetition and Other Restrictive Covenants 
  • Medical Inquiries in the Hiring Process 
  • Workers’ Compensation Inquiries  
  • Testing of Job Applicants 
  • Duty to Accommodate Disabled Job Applicants 
  • Drug and Alcohol Testing 
  • Polygraph Tests 
  • Employment Contracts and Offer Letters 
  • Commissioned Salespersons  
  • Wage Theft Prevention Act Requirements for New Hires 
  • I-9 Process 
  • Reporting New Hires 
  • Verification of Employment Authorization 
  • The E-Verify System 
  • No-Match Letters 
  • Form I-9 Checklist  
  • Completing I-9 Forms for Remote Workers  
  • What to Do if ICE Visits 
  • Advantages of Using a Background Check 
  • Reference Checks 
  • Criminal Record Checks  
  • Consumer Reports  
  • Complying with the Fair Credit Reporting Act  
  • Fair Credit Reporting Act  
  • Job Applicant Disclosure And Authorization 
  • Fair Credit Reporting Act 
  • Notice Of Intended Adverse Action  
  • Notice Of Intended Action 
  • Coverage under the FLSA 
  • Exemptions from Minimum Wage or Overtime Requirements  
  • Determining the Applicability of a FLSA Exemption 
  • Permissible Salary Deductions for Exempt Employees  
  • Effect of Improper Deductions from Salary Amounts 
  • The Duties Tests for the Overtime Exemption 
  • Interns and Volunteers 
  • Payment of Wages 
  • Deductions from Wages (for Exempt and Nonexempt Employees) 
  • Wage Statement Notice 
  • Wage Supplements 
  • Wage Kickbacks 
  • Payment upon Termination  
  • Direct Deposit of Wage Payments  
  • Retaliation  
  • Defining Work Time  
  • Breaks and Meals 
    • Waiting Time While on Duty   
    • 24-Hour Duty  
    • On-Call Time  
  • Travel Time  
  • Meetings, Lectures, and Training Time  
  • Uniform-Changing Time  
  • Medical Attention  
  • Physical Examinations   
  • Civic and Charitable Work   
  • Required Security Screening  
  • Recordkeeping Requirements   
  • Record Retention   
  • Recording Hours Worked   
  • The Minimum Wage  
  • Calculation of Overtime Compensation  
  • Special Overtime Computations   
  • Joint Employment   
  • The “Fair Workweek”  
  • Limits on Mandatory Overtime  
  • Government Contractors 
  • Federal Fair Labor Standards Act  
  • New York Child Labor Laws  
  • Overview  
  • Tax Laws  
  • IRS’s Determination of Employee Status   
  • Statutory Employees  
  • Statutory Nonemployees  
  • Safe Haven Provisions for IRS Purposes  
  • Wages and Hours  
  • Employee Benefits Considerations   
  • Anti-Discrimination Laws  
  • National Labor Relations Act 
  • Workers’ Compensation  
  • Short-Term Disability  
  • Unemployment Compensation  
  • Construction Industry  
  • New York City “Freelance Isn’t Free” Act   
  • Recordkeeping Requirements  
  • Overview   
  • Scope and Depth of Handbook Policies  
  • Laws to Review in Drafting/Revising Policies   
  • Tone of the Handbook   
  • The Handbook’s Application   
  • Policies Required by Law to be Provided to Employees in Writing   
  • Binding the Handbook  
  • Rolling out a New Handbook or Revisions  
  • Acknowledgment Forms  
  • Maintaining a Safe and Healthy Workplace   
  • General Requirements  
  • Workplace Violence   
  • Recordkeeping  
  • Reporting Fatalities and Severe Injuries  
  • Other Recordkeeping and Reporting Requirements  
  • How OSHA Regulates Employers  
  • Variances   
  • What Triggers an OSHA Inspection?   
  • Anatomy of an Inspection  
  • Preparing for Inspections   
  • Duty of Loyalty to Current Employers  
  • Post-Employment Restrictions and Restrictive Covenants   
  • Noncompetition Covenants  
  • Non-solicitation Covenant  
  • Nondisclosure Covenants   
  • Factors Impacting the Enforceability of Covenants  
  • Legitimate Business Interests vs. Undue Burden   
  • Time and Geographical Limitations   
  • Multi-State Employers   
  • Trade Secrets  
  • Hiring and Noncompete Agreements and Trade Secrets  
    • Recommendations   

 

  • Overview of FMLA   
  • Covered Employers   
  • Covered Employees   
  • Important Definitions under the FMLA  
  • Reasons for Leave – Leave for Birth or Pregnancy  
  • Reasons for Leave – Placement of a Child for Adoption or Foster Care  
  • Reasons for Leave – To Care for Spouse, Son, Daughter, or Parent with Serious Health Condition  
  • Reasons for Leave – Employee’s Own Serious Health Condition   
  • Reasons for Leave – Qualifying Exigency Leave 
  • Reasons for Leave – Military Caregiver Leave  
  • Counting FMLA Leave Usage  
  • Intermittent FMLA Leave 
  • Increments of Leave 
  • Substitution of Accrued Paid Leave 
  • Spouses Employed by the Same Employer 
  • Employee Notice Requirements 
  • Failure to Comply with FMLA Notice Requirements 
  • Employers’ Poster and Policy Requirements  
  • Eligibility Notices under the FMLA 
  • Rights and Responsibilities Notice 
  • Designation of FMLA Leave 
  • Certification and Documentation 
  • Fitness for Duty Certification  
  • Maintenance of Employee Benefits During FMLA 
  • Maintaining Non-Health Benefits  
  • Employer’s Payment of Employee’s Premium Payments  
  • Job Restoration  
  • Recordkeeping Requirements  

This chapter covers New York Paid Family Leave.

  • Employee Benefit Plans  
  • Employee Welfare Benefit Plans   
  • Employee Pension Benefit Plans   
  • ERISA Requirements   
  • Employee Rights under ERISA  
  • Employer Requirements under ERISA   
  • Healthcare Reform and Benefits  
  • Coverage   
  • Employees and Dependents Eligible for Coverage   
  • Qualifying Events   
  • Family and Medical Leave  
  • Coverage Periods  
  • Paying for Coverage   
  • Termination of Coverage   
  • COBRA Notices  
  • Penalties  
  • New York’s “mini-COBRA” Law   
  • Continuation of Benefits  
  • Employee Protections under HIPAA  
  • Notice Of Special Enrollment Rights  
  • Discrimination Based on Health Status  
  • Penalties for Noncompliance   
  • Keeping Health Information Private  
  • Maintaining the Security of Health Information   
  • The Definition of Business Associates  
  • Documenting Employers’ Health Plans  
  • Penalties for Noncompliance  
  • Enforcement  
  • Coverage  
  • Employer Coverage 
  • Leave and Reinstatement Rights  
  • Employee Obligations 
  • Reemployment of Employees  
  • Exceptions to the Obligation to Reemploy 
  • Position to Which the Employee is Assigned upon Return from Duty  
  • Termination After Reinstatement 
  • Compensation Obligations with Respect to Employees on Leave  
  • Employees on Leave and Their Benefits  
  • Continuation of Health Insurance Coverage   
  • Pension Benefits 
  • Other Benefits  
  • Vacation Time  
  • Benefits Upon Return from Leave  
  • Severance Benefits  
  • Unique New York Requirements   
  • Protections for Employees on Military Leave  
  • Leave Rights of Family Members of Military Members  
    • Required Notices   

  

  • Evaluations Generally  
  • Conducting Supervisor Training and Instruction   
  • The Scope and Tone of Evaluations   
  • Ensuring Objectivity  
  • Self-Assessments   
  • Suggestions to Maximize the Value of Evaluations  
  • Employee Sign-Off on Evaluations   
  • Compensation Evaluation Policy  
  • The Role of Evaluations in Transfers and Promotions  
  • Policies and Procedures for Employee Discipline   
  • Progressive Discipline  
  • Flexible Discipline   
  • Disciplinary Decision-Making Process  
  • Considerations for Imposing Discipline for Poor Performance  
  • Communicating the Discipline Decision  
  • Documenting Discipline   
  • Types of Discipline  
  • Verbal Warning or Counseling  
  • Written Warning   
  • Suspension and Probation  
  • Performance Improvement Plan  
  • Change to Terms and Conditions of Employment   
  • Termination of Employment  
  • Appealing the Termination   
  • The Decision to Terminate   
  • Avoiding Retaliatory Discharge Claims   
  • Types of Workplace Issues Warranting Investigations   
  • Complaint-Based Investigations  
  • The Mechanics of a Workplace Investigation   
  • Conducting an Investigation  
  • Initial Discussion with the Employee Accused of Wrongdoing  
  • Deciding Who Should Conduct the Investigation 
  • Attorney or Non-Attorney Investigator?  
  • Involving the Police  
  • Determining how to Treat the “Accused”   
  • Recording Investigatory Interviews  
  • Anticipating the Unexpected in Investigations  
  • Post-Interview Activities   
  • Making Factual Determinations  
  • Drafting the Report   
  • The Employer’s Response to the Investigation   
  • Communicating the Outcome of the Investigation   
  • Coverage   
  • Defining Disability   
  • Qualified Individual   
  • Substantially Limiting Impairments  
  • Major Life Activity   
  • A Record of an Impairment  
  • Being “Regarded as” Having Such an Impairment  
  • Relationships or Associations with Persons with a Known Disability  
  • Conditions That Are Not Disabilities  
  • New York State Human Rights Law  
  • Medical Marijuana Use   
  • New York City Human Rights Law   
  • Defining Disability Discrimination  
  • Qualified Individuals   
  • Reasonable Accommodations  
  • After a Request  
  • Taking Adverse Action   
  • Verification of Need for Reasonable Accommodation   
  • Accommodations under New York City Law   
  • Specific Accommodations  
  • Undue Hardship  
  • Direct Threat to Health and Safety   
  • Light- or Restricted-Duty Positions  
  • Employee Leave from Work   
  • Documenting Accommodation Efforts  
  • Disabilities and the Hiring Process   
  • Drug Tests   
  • Special Rules for Wellness Programs  
  • Health Benefit Plans   
  • Substance Abuse  
  • Pregnancy  
  • AIDS/HIV   
  • Food-Handling Positions   
  • Pandemic-Related Inquiries  
  • Genetic Information Nondiscrimination Act   
  • Prohibited Conduct  
  • Disparate Treatment   
  • Avoiding Discrimination  
  • Disparate Impact  
  • Enforcement of Anti-Discrimination Laws  
  • Remedies   
  • Mitigating Legal Risks in Terminating Employees   
  • Making a Decision to Terminate   
  • Communicating the Decision to Terminate   
  • Documents for Terminated Employees   
  • Waivers of Claims and Releases of Liability  
  • Coverage   
  • Employer Responsibilities  
  • Introduction to Premiums  
  • Types of Injuries That Are Covered   
  • When Benefits Will Not Be Paid  
  • When to Pay Wage Loss Benefits  
  • Stopping Wage Loss Benefits  
  • Handling Employees’ Medical Care under the WCL  
  • The Claims Process   
  • Enforcement  
  • Requirement to Provide Disability Benefits  
  • Employer Responsibilities under the UI Law   
  • Registering for UI  
  • Responding to Notices of Potential UI Claims   
  • Covered Services  
  • Multi-State Employers  
  • Labor That Does Not Count for Purposes of Unemployment Insurance 
  • Workers Who Are Excluded from Unemployment Insurance Coverage   
  • Employer Contribution Rates   
  • Establishing an Employer’s UI Tax   
  • Special Rules for Non-profits  
  • Employer Reporting Requirements   
  • Notice to Employees Leaving a Job   
  • Employee Eligibility Requirements  
  • Financial Eligibility  
  •  Voluntary Separation of Employment   
  • Discharge  
  • Misconduct  
  • Labor Disputes  
  • Maintaining Eligibility for Benefits   
  • Calculating Benefits  
  • Length of Time to Collect Benefits  
  • Benefit Offsets Based on Earnings  
  • Appeal to an Administrative Law Judge  
  • Appeal to the Appeal Board  
  • Appeal to the State Courts   
  • Suggestions for Contesting Claims   
  • Coverage under the Federal WARN Act 
  • When Notice Is Required under the Federal WARN Act   
  • Special Circumstances  
  • Exceptions to the Full 60-Day Notice Requirement   
  • Contents of Federal WARN Notice  
  • Coverage under the New York State Warn Act  
  • Notices Required under the NY WARN Act  
  • Notices to Affected Employees   
  • Notices to Representatives of Affected Employees  
  • Notice to the Commissioner of Labor  
  • Notice to the Local Workforce Investment Board  
  • Exceptions to NY WARN Act Requirements   
  • Enforcement of the Federal WARN Act   
  • Enforcement of NY WARN Act  
  • Telecommuting Policies   
  • Remote Hiring  
  • Immigration Compliance  
  • Wage and Hour  
  • Employer Policies and Procedures  
  • Accommodation Requests  
  • Other Accommodation Requests  
  • Discrimination Claims  
  • Workers’ Compensation   
  • Recording Work-Related Injuries and Illnesses Under the OSH Act   
  • Workplace Inspections   
  • Workplace Postings  
  • Managing Remote Employees’ Performance and Conduct   
  • Engaging and Communicating with Remote Employees