New York City, NY: Employees Must be Allowed to Make Limited Changes to Work Schedules

APPLIES TO

All Employers of New York, NY Employees

EFFECTIVE

July 18, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Piling on top of New York City’s many regulations controlling employee scheduling for fast food and retail services, a new law permits eligible employees of any industry to make two temporary schedule changes per year for personal events.  Specifically, Introduction No. 1399-2016 requires employers to allow eligible employees to make two temporary schedule changes per calendar year.  Unlike the Fair Work Week bills, the new regulations broadly cover nearly all industries.

To be eligible, employees must have completed 120 days of employment and work at least 80 hours per calendar year within New York City. Schedule changes must be allowed for certain personal events, including: (1) the need for a caregiver to provide care to a minor child or care recipient; (2) to attend a legal proceeding or hearing for subsistence benefits that the employee, a family member, or employee’s care recipient receives; or (3) any circumstance constituting permissible use of New York City safe or sick time. The regulations also have specific employee notice, employer response, and timing requirements. Employers should update schedule change procedures to avoid penalties for violation of this new regulation.

Action Items

  1. Review the text of the bill here.
  2. Have supervisors and managers trained on handling requests for temporary schedule changes.
  3. Implement processes to track employee usage of temporary schedule changes.
  4. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2018 ManagEase

Austin, TX: Paid Sick Leave Begins October 1, 2018, Barring Opposition from the Legislature

APPLIES TO

All Employers of Austin, TX Employees

EFFECTIVE

October 1, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

On February 16, 2018, the Austin City Council voted to approve mandatory paid sick leave.  The ordinance is pending the mayor’s signature, and will require employers to provide protected time off in line with states like California, Oregon, or recently, Rhode Island—assuming Texas lawmakers do not nip the ordinance in the bud.  State Representative Paul Workman and State Senator Donna Campbell have expressed opposition to the ordinance and publicly promised to overturn it. Below, we highlight key provisions from the draft paid sick leave (“PSL”) ordinance.

Spokane, WA: New Ban-the-Box Ordinance Limits Criminal History Inquiries

APPLIES TO

All Employers of Spokane, WA Employees

EFFECTIVE

June 14, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Employers based in Spokane, Washington will soon need to comply with new ban-the-box provisions.  With narrow exceptions, the Fair Chance Hiring Act prohibits employers from broadly disqualifying or making employment decisions based solely on criminal history.

Wisconsin: Temporary Workers Can Now Sue Employers for Workplace Injuries

APPLIES TO

All Employers of WI Employees

EFFECTIVE

January 26, 2018

QUESTIONS?

Contact HR On-Call

(888) 378-2456

In In Re the Estate of Carolos Esterley Cerrato Rivera v. West Bend Mutual Insurance Company, the Wisconsin Court of Appeals recently stated that a temporary worker could opt out of making a workers’ compensation claim under the Wisconsin Workers’ Compensation Act (the “Act), and bring a tort claim against the employer instead.

March Updates

APPLIES TO

Varies

EFFECTIVE

Varies

QUESTIONS?

Contact HR On-Call

(888) 378-2456

This Short List addresses the following topics:
  1. U.S. Supreme Court Declines to Rule on DACA Program
  2. Reminder: 2017 EEO-1 Filing Deadline March 31, 2018
  3. H1-B Visa: Filing Deadlines and New Requirements
  4. Federal Judge Blocks EEOC Enforcement Guidance on Background Checks
  5. Reminder: Massachusetts Pregnant Workers Fairness Act Effective April 1, 2018
  6. Wisconsin’s Non-Compete Rules Apply to Non-Solicitation Agreements

Read more