new york & federal - printable labor laws

KNOW YOUR RIGHTS IN THE WORKPLACE

NEW YORK & FEDERAL

PRINTABLE LABOR LAWS

For more information please call 1-800-745-9970

2 New York Labor Laws

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NEW YORK PRINTABLE LABOR LAW GUIDE

Thank you for choosing LaborLawCenter™ to meet compliance regulations for you and your remote workers!

This guide covers: • Remote Worker Use

• Printing the Labor Law Posters

• Sending Customized Acknowledgment Agreements

How to Use

The mandated state and federal labor law posters that all employees must be informed of are located in this

document. State poster names are in red and federal poster names are in blue.

Your remote workers can reference these laws anytime by saving the le to their desktop or printing the

individual posters.

NOTE: Each notice is formatted according to state or federal regulations, such as font size, posting size, color and

layout. To be in compliance when printing the posters, do not scale.

How to Print the Individual Notices

Located at the bottom, right-hand corner on each poster is

the print icon. The required print size from the regulating

agency is listed next to the icon. Click on the icon to open

the ‘Print’ window and proceed.

Look For This Button

NOTE: Signed acknowledgments should be stored securely by the administrator. That agreement is the only

electronic acknowledgment copy for your records. LaborLawCenter™ does not store or keep on le your records.

Fill In Comments

How to Customize and Send the Acknowledgment

Agreement

The last page of this document includes a ‘Signature

Acknowledgment’. A signed acknowledgement agreement

is important to keep in employee records to show that each

remote worker has been informed of their rights in case of labor

disputes or lawsuits.

Before sending to your remote worker, you must complete

the “Comments” eld with:

• The reply-to email address or addresses that the remote

worker should send the signed acknowledgement to

• Additional information your business requires, such

as the Employee Identication Number or where to

post instructions

Note: Please ensure the document is opened in Adobe

Acrobat, not your web browser, in order to complete

the Acknowledgement Agreement

Each remote worker must complete the “Employee Name” and

“Date Received” elds before sending back.

3 New York Labor Laws

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PAID FAMILY LEAVE NOTICE

Most private employers with one or more employees are

required to obtain Paid Family Leave insurance. Your insurance

carrier will provide you with a notice to employees (Notice of

Compliance) stating that you have Paid Family Leave insurance.

The Notice will include information about your carrier.

• If you are self-insured, you can get this notice by

contacting the NYS Workers’ Compensation Board at

certificates@wcb.ny.gov.

• Post and maintain this notice in plain view.

4 New York Labor Laws

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WHISTLEBLOWER PROTECTION

Notice of Employee Rights, Protections, and

Obligations Under Labor Law Section 740

Prohibited Retaliatory Personnel Action by Employers

Eective January 26, 2022

www.labor.ny.gov

Division of Labor Standars

Harriman State Oce Campus

Building 12, Albany, NY 12226

§740. Retaliatory action by employers; prohibition.

1.Denitions. For purposes of this section, unless the

context specically indicates otherwise:

(a) “Employee” means an individual who performs

services for and under the control and direction of an

employer for wages or other remuneration, including

former employees, or natural persons employed

as independent contractors to carry out work in

furtherance of an employer’s business enterprise who

are not themselves employers.

(b) “Employer” means any person, rm, partnership,

institution, corporation, or association that employs

one or more employees.

federal, state or local statute or ordinance or executive

order; (ii) any rule or regulation promulgated pursuant

to such statute or ordinance or executive order; or (iii)

any judicial or administrative decision, ruling or order.

(d) “Public body” includes the following:

(i) the United States Congress, any state legislature, or

any elected local governmental body , or any member

or employee thereof;

(ii) any federal, state, or local court, or any member or

employee thereof, or any grand or petit jury;

(iii) any federal, state, or local regulatory , administrative,

or public agency or authority, or instrumentality

thereof;

(iv) any federal, state, or local law enforcement agency ,

prosecutorial oce, or police or peace ocer;

(v) any federal, state or local department of an executive

branch of government; or

(vi) any division, board, bureau, oce, committee, or

commission of any of the public bodies described in

subparagraphs (i) through (v) of this paragraph.

(e) “Retaliatory action” means an adverse action taken by

an employer or his or her agent to discharge,threaten,

penalize, or in any other manner discriminate against

any employee or former employee exercising his or

her rights under this section, including (i) adverse

employment actions or threats to take such adverse

3. Application. The protection against

retaliatory action provided by paragraph (a)

of subdivision two of this section pertaining

to disclosure to a public body shall not apply to an

employee who makes such disclosure to a public body

unless the employee has made a good faith eort to

notify his or her employer by bringing the activity,

policy or practice to the attention of a supervisor

of the employer and has aorded such employer

a reasonable opportunity to correct such activity,

policy or practice. Such employer notication shall

not be required where:

(a) there is an imminent and serious danger to the public

health or safety;

(b) the employee reasonably believes that reporting

to the supervisor would result in a destruction of

evidence or other concealment of the activity, policy

or practice;

expected to lead to endangering the welfare of a

minor;

(d) the employee reasonably believes that reporting to

the supervisor would result in physical harm to the

employee or any other person; or

(e) the employee reasonably believes that the supervisor

is already aware of the activity, policy or practice and

will not correct such activity, policy or practice.

4. Violation; remedy.

(a) An employee who has been the subject of a retaliatory

action in violation of this section may institute a civil

action in a court of competent jurisdiction for relief as

set forth in subdivision ve of this section within two

years after the alleged retaliatory action was taken.

(b) Any action authorized by this section may be brought

in the county in which the alleged retaliatory action

occurred, in the county in which the complainant

resides, or in the county in which the employer has

its principal place of business. In any such action, the

parties shall be entitled to a jury trial.

5 New York Labor Laws

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WHISTLEBLOWER PROTECTION (PAGE 2)

employment actions against an employee in the

terms of conditions of employment including but

not limited to discharge, suspension, or demotion;

(ii) actions or threats to take such actions that would

adversely impact a former employee’s current or

future employment; or (iii) threatening to contact

or contacting United States immigration authorities

or otherwise reporting or threatening to report an

employee’s suspected citizenship or immigration

status or the suspected citizenship or immigration

status of an employee’s family or household member,

as dened in subdivision two of section four hundred

fty-nine-a of the social services law, to a federal, state,

or local agency.

(f ) “Supervisor” means any individual within an employer’s

organization who has the authority to direct and control

the work performance of the aected employee; or

who has managerial authority to take corrective action

regarding the violation of the law, rule or regulation of

which the employee complains.

2. Prohibitions. An employer shall not take any retaliatory

action against an employee, whether or not within

the scope of the employee’s job duties, because such

employee does any of the following:

(a) discloses, or threatens to disclose to a supervisor or

to a public body an activity, policy or practice of the

employer that the employee reasonably believes

is in violation of law, rule or regulation or that the

employee reasonably believes poses a substantial and

specic danger to the public health or safety;

(b) provides information to, or testies before, any public

body conducting an investigation, hearing or inquiry

into any such activity, policy or practice by such

employer; or

policy or practice.

this section that the retaliatory action was predicated

upon grounds other than the employee’s exercise of

any rights protected by this section.

5. Relief. In any action brought pursuant to subdivision

four of this section, the court may order relief as follows:

(a) an injunction to restrain continued violation of this

section;

(b) the reinstatement of the employee to the same

position held before the retaliatory action, or to an

equivalent position, or front pay in lieu thereof;

rights;

(d) the compensation for lost wages, benets and other

remuneration;

(e) the payment by the employer of reasonable costs,

disbursements, and attorney’s fees;

(f) a civil penalty of an amount not to exceed ten thousand

dollars; and/or

(g) the payment by the employer of punitive damages, if

the violation was willful, malicious or wanton.

6. Employer relief. A court, in its discretion, may also order

that reasonable attorneys’ fees and court costs and

disbursements be awarded to an employer if the court

determines that an action brought by an employee

under this section was without basis in law or in fact.

7. Existing rights. Nothing in this section shall be deemed

to diminish the rights, privileges, or remedies of any

employee under any other law or regulation or under any

collective bargaining agreement or employment contract.

8. Publication. Every employer shall inform employees

of their protections, rights and obligations under this

section, by posting a notice thereof. Such notices shall

be posted conspicuously in easily accessible and well-

lighted places customarily frequented by employees

and applicants for employment.

6 New York Labor Laws

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NEW YORK MINIMUM WAGE

If you have questions, need more information or want to le a complaint, please visit www.labor.ny.gov/minimumwage or call: 1-888-469-7365.

New York City

Large Employers (11 or more employees)

Small Employers (10 or less employees)

Minimum Wage $1

6.00

Overtime after 40 hours $24.00

Tipped workers $16.00

Overtime after 40 hours $24.00

Minimum Wage $16.00

Overtime after 40 hours $24.00

Tipped workers $16.00

Overtime after 40 hours $24.00

Long Island and Westchester County

Minimum Wage $1

6.00

Overtime after 40 hours $24.00

Tipped workers $16.00

Overtime after 40 hours $24.00

Remainder of New York State

Minimum Wage $15.00

Overtime after 40 hours $22.50

Tipped workers $15.00

Overtime after 40 hours $22.50

Extra Pay you may be owed in addition to the minimum wage rates shown above:

• Overtime – You must be paid 1½ times

your regular rate of pay (no less than

amounts shown above) for weekly hours

over 40 (or 44 for residential employees).

Exceptions: Overtime is not required for

salaried professionals, or for executives

and administrative sta whose weekly

salary is more than 75 times the minimum

wage rate.

• Call-in pay – If you go to work as scheduled

and your employer sends you home early,

you may be entitled to extra hours of pay

at the minimum wage rate for that day.

• Spread of hours – If your workday lasts

longer than ten hours, you may be entitled

to extra daily pay. The daily rate is equal

to one hour of pay at the minimum wage

rate.

• Uniform maintenance – If you clean your own

uniform, you may be entitled to additional

weekly pay. The weekly rates are available

online.

Minimum Wage Poster

Post in Plain View

LS 207 (11/23)

Attention Miscellaneous Industry Employees

Minimum Wage hourly rates effective 1/1/2024 – 12/31/2024

Credits and Allowances that may reduce your pay below the minimum wage rates shown above:

• Tips – Beginning December 31, 2020, your

employer must pay the full applicable

minimum wage rate, and cannot take any

tip credit.

• Meals and lodging – Your employer may claim a limited amount of your wages for meals and

lodging that they provide to you, as long as they do not charge you anything else. The rates

and requirements are set forth in wage orders and summaries, which are available online.

7 New York Labor Laws

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VETERAN BENEFITS AND SERVICES

The following resources and hotlines are available at no-cost to help veterans understand

their rights, protections, benets, and accommodations:

All calls and texts are free and condential

U.S. Department of Veterans Aairs Veterans Crisis

Line: www.veteranscrisisline.net

Call: 988, press 1 Text: 838255

Suicide and Crisis Lifeline: www.veteranscrisisline.net

Call: 988 Text: 988

Crisis Textline:

Text: 741741 Chat: crisistextline.org

NYS Oce of Mental Health (OMH):

www.omh.ny.gov

NYS Oce of Addiction Services and Supports

(OASAS): www.oasas.ny.gov/hopeline

Call: 1-877-8-HOPENY (467469)

Text: HOPENY (467369)

Veterans Treatment Courts (VTC):

ww2.nycourts.gov/courts/problem_solving/vet/courts.shtml

Email: [email protected].ny.us

NYS Defenders Association Veteran Defense Program:

www.nysda.org/page/AboutVDP

Website: veterans.ny.gov

Help Line: 1-888-838-7697

Email: DVSInfo@veterans.ny.gov

Services: Legal, education, employment and

volunteer, nancial, health care, and more.

Website: dol.ny.gov/services-veterans

Help Line: 1-888-469-7365

Email: Ask.Vets@labor.ny.gov

Services: Workforce and training resources, unemployment insurance,

the Experience Counts program, and more.

dol.ny.gov/veteran-benets-and-services

MENTAL HEALTH AND SUBSTANCE

ABUSE RESOURCES

NYS Department of Tax and Finance

• Information for military personnel and veterans:

tax.ny.gov/pit/le/military_page.htm

• Property tax exemptions:

tax.ny.gov/pit/property/exemption/vetexempt.htm

TAX BENEFITS

LEGAL SERVICES

NEW YORK STATE DIVISION

OF VETERANS’ SERVICES

NEW YORK STATE DEPARTMENT

OF LABOR VETERANS’ PROGRAM

Veteran Readiness and Employment

(VR&E) Program: www.benets.va.gov/vocrehab

New York State Civil Service Credits

for Veterans Program: www.cs.ny.gov

EDUCATION, WORKFORCE,

AND TRAINING RESOURCES

NYS Domestic and Sexual Violence Hotline:

Call: 800-942-6906 Text: 844-997-2121

NYS Workplace Sexual Harassment Hotline:

Call: 1-800-HARASS-3

NYS Department of Motor Vehicles:

• Veteran Status Designation Photo Document:

dmv.ny.gov/more-info/veteran-statusdesignation-photo-

document

• Veteran License Plate:

dmv.ny.gov/plates/military-and-veterans

ADDITIONAL RESOURCES

Division of

V eterans’ Services

The New York State Department of Labor is an Equal Opportunity Employer/Program.

Auxiliary aides and services are available upon request and free of charge to individuals with disabilities TTY/TDD 711 or 1-800-662-1220 (English) / 1-877-662-4886.

P37 (3/23)

8 New York Labor Laws

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RIGHT TO KNOW

YOU HAVE A RIGHT TO KNOW!

Your employer must inform you of the health effects

and hazards of toxic substances at your worksite.

Learn all you can about toxic substances on your job.

For more information, contact:

_____________________________________________

Name

_____________________________________________

Location & Phone Number

THE RIGHT TO KNOW LAW WORKS FOR YOU

NEW YORK STATE DEPARTMENT OF HEALTH

2706 4/00 Revised 8/2010

9 New York Labor Laws

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EQUAL PAY NOTICE

Division of Labor Standards

www.labor.ny.gov

Equal Pay Provision of the New York State Labor Law

Article 6, Section 194

§ 194. Dierential in rate of pay because of protected class status

prohibited.

1. No employee with status within one or more protected class or

classes shall be paid a wage at a rate less than the rate at which an

employee without status within the same protected class or classes

in the same establishment is paid for: (a) equal work on a job the

performance of which requires equal skill, eort and responsibility,

and which is performed under similar working conditions, or (b)

substantially similar work, when viewed as a composite of skill, eort,

and responsibility, and performed under similar working conditions;

except where payment is made pursuant to a dierential based on:

(i) a seniority system;

(ii) a merit system;

(iii) a system which measures earnings by quantity or quality of

production; or

(iv) a bona de factor other than status within one or more protected

class or classes,such as education, training, or experience. Such

factor:

(A) shall not be based upon or derived from a dierential in

compensation based on status within one or more protected

class or classes and

(B) shall be job-related with respect to the position in question

and shall be consistent with business necessity. Such exception

under this paragraph shall not apply when the employee

demonstrates

(1) that an employer uses a particular employment practice

that causes a disparate impact on the basis of status within

one or more protected class or classes,

(2) that an alternative employment practice exists that would

serve the same business purpose and not produce such

dierential, and

(3) that the employer has refused to adopt such alternative

practice.

2. For the purpose of subdivision one of this section:

(a) ”business necessity” shall be dened as a factor that bears a

manifest relationship to the employment in question, and

(b) ”protected class” shall include age, race, creed, color, national

origin, sexual orientation, gender identity or expression, military

status, sex, disability, predisposing genetic characteristics, familial

status, marital status, or domestic violence victim status, and any

employee protected from discrimination pursuant to paragraphs

(a), (b), and (c) of subdivision one of section two hundred ninety-

six and any intern protected from discrimination pursuant to

section two hundred ninety-six-c of the executive law.

3. For the purposes of subdivision one of this section, employees shall

be deemed to work in the same establishment if the employees

work for the same employer at workplaces located in the same

geographical region, no larger than a county, taking into account

population distribution, economic activity, and/or the presence of

municipalities.

4. (a) No employer shall prohibit an employee from inquiring about,

discussing, or disclosing the wages of such employee or another

employee.

(b) An employer may, in a written policy provided to all employees,

establish reasonable workplace and workday limitations on

the time, place and manner for inquires about, discussion of,

or the disclosure of wages. Such limitations shall be consistent

with standards promulgated by the commissioner and shall be

consistent with all other state and federal laws. Such limitations

may include prohibiting an employee from discussing or

disclosing the wages of another employee without such

employee’s prior permission.

his or her wages. The failure of an employee to adhere to such

reasonable limitations in such written policy shall be an armative

defense to any claims made against an employer under this

subdivision, provided that any adverse employment action taken

by the employer was for failure to adhere to such reasonable

limitations and not for mere inquiry, discussion or disclosure of

wages in accordance with such reasonable limitations in such

written policy.

(d) This prohibition shall not apply to instances in which an employee

who has access to the wage information of other employees

as a part of such employee’s essential job functions discloses

the wages of such other employees to individuals who do not

otherwise have access to such information, unless such disclosure

is in response to a complaint or charge, or in furtherance of an

investigation, proceeding, hearing, or action under this chapter,

including an investigation conducted by the employer.

(e) Nothing in this section shall be construed to limit the rights of an

employee provided under any other provision of law or collective

bargaining agreement.

For questions, write or call your nearest oce, (listed below), of the:

New York State Department of Labor

Division of Labor Standards

Albany District

State Oce Campus

Bldg. 12, Rm. 185A

Albany, NY 12240

(518)457-2730

New York City District

75 Varick Street, 7th Floor

New York, NY 10013

(212) 775-3880

Syracuse District

333 East Washington Street, Rm. 121

Syracuse, NY 13202

(315) 428-4057

Garden City District

400 Oak Street, Suite

101

Garden City, NY 11530

(516) 794-8195

Bualo District

290 Main Street, Rm. 226

Bualo, NY 14202

(716) 847-7141

Rochester Sub-District

276 Waring Road, Rm. 104

Rochester, NY 14609

(585) 258-4550

White Plains District

120 Bloomingdale Road

White Plains, NY 10605

(914) 997-9521

LS 603 (08/20)

10 New York Labor Laws

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FRINGE BENEFITS AND HOURS

NOTICE REQUIREMENTS FOR

FRINGE BENEFITS AND HOURS

Section 195.5 of the New York State Labor Law effective December 12, 1981 provides as follows: “Every employer shall notify

his employees in writing or by publicly posting the employer’s policy on sick leave, vacation, personal leave, holidays and hours.”

For written information on your employer’s policy on sick leave, vacation, personal leave, holidays and hours can be obtained at:

(Please advise employees where they may obtain written information on fringe benets and hours.)

11 New York Labor Laws

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SCHEDULE OF HOURS OF WORK FOR MINORS

FOLLOWING ARE THE HOURS OF WORK

FOR MINORS UNDER EIGHTEEN EMPLOYED AT

(Please provide name of establishment on the above line.)

Please provide daily starting time and ending time, including meal periods, for every day each minor is scheduled to work.

Name of Minor

Sun- (Meal/Period)

In Out In Out

Mon- (Meal/Period)

In Out In Out

Tue- (Meal/Period)

In Out In Out

Wed- (Meal/Period)

In Out In Out

Thu- (Meal/Period)

In Out In Out

Fri- (Meal/Period)

In Out In Out

Sat- (Meal/Period)

In Out In Out

A SCHEDULE OF HOURS OF WORK FOR MINORS UNDER 18 YEARS OF AGE MUST BE POSTED IN THE ESTABLISHMENT BY THE EMPLOYER.

12 New York Labor Laws

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RIGHT OF NURSING MOTHERS TO EXPRESS BREAST MILK

Section 206-c of the New York State Labor Law provides as follows:

Right of Nursing Mothers to Express Breast Milk.

An employer shall provide reasonable unpaid break time or permit an employee to express breast milk for her nursing child for

up to three years following child birth. The employer shall make reasonable eorts to provide a room or other location, in close

proximity to the work area, where an employee can express milk in privacy. No employer shall discriminate in any way against an

employee who chooses to express breast milk in the workplace. An employee wishing to avail herself of this benet is required

to give her employer advance notice. Such notice shall preferably be provided to the employer prior to the employee’s return to

work following the birth of the child in order to allow the employer an opportunity to establish a location and schedule leave time

amongst multiple employees if needed.

LS 702 (02/23)

NEW YORK BREASTFEEDING:

13 New York Labor Laws

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BLOOD DONATION LEAVE

Section 202-j of the Labor Law mandates that employers provide leave time to employees for the

purpose of donating blood. The two types of blood donation leaves are O-Premises Blood Donation

and Donation Leave Alternatives.

Compensation for Leave - Leave granted to employees for o-premises blood donation is not required to

be paid leave. leave taken by employees for donation leave alternatives shall be paid leave given without

requiring the employee to use accumulated vacation, personal, sick, or other already existing leave time.

O-Premises Donation - Employees taking leave for o-premises blood donation shall be permitted at least

one leave period per calendar year of three hours duration during the employee’s regular work schedule.

Employers are not required to allow o-premises blood donation leave under Labor Law § 202-j to accrue if

it is not used during the calendar year. Leave granted to employees for o-premises blood donation is not

required to be paid leave.

Donation Leave Alternatives - Leave for blood donation leave alternatives shall be given twice per calendar

year and it shall be paid leave given without use of vacation, personal, sick, or other already existing leave

accruals. Under the Donation Leave Alternatives, the donating of blood should be at a convenient time and

place set by the employer. The time shall not be a time outside an employee’s normal work hours nor shall the

location be not reasonable travel distance for an employee. If an employee provides prompt notice that he or

she is not or was not able to participate in a blood donation leave alternative because the employee is or was

on leave (such as sick or vacation leave), and if as a result the employer has not provided the employee with

the opportunity to participate in at least two blood leave alternatives during working hours in a calendar year,

the employer must either make available another such alternative to the employee, or allow the employee

to take leave to make an o-premises donation. Employees donating blood during a blood donation leave

alternative must be allowed sucient leave time necessary to donate blood, to recover, including partaking

nourishment after donating, and to return to work.

Our company’s blood donation will occur: _______________________________________________________

Please indicate time and place

Should you have any questions, please contact: ___________________________________________________

Please indicate administrator

LS 703 (03-16)

14 New York Labor Laws

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NO SMOKING NOTICE

NO SMOKING

Effective July 24, 2003, the amended New York State Clean Indoor Air Act (Public Health Law, Article

13-E) prohibits smoking in virtually all workplaces, including restaurants and bars. The changes in

the Act reect the state’s commitment to ensuring that all workers are protected from secondhand

smoke. Localities may continue to adopt and enforce local laws regulating smoking. However, these

regulations must be at least as strict as the Clean Indoor Air Act.

STATE OF NEW YORK - Department of Health - Antonia C. Novello, M.D., M.P.H., Dr. P.H., Commissioner

For more information about the Act, call 1-800-458-1158, ext. 2-7600.

15 New York Labor Laws

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RIGHT TO VOTE

ATTENTION ALL EMPLOYEES

TIME ALLOWED EMPLOYEES TO VOTE ON ELECTION DAY

N.Y. ELECTION LAW SECTION 3-110

STATES THAT:

• IF YOU DO NOT HAVE 4 CONSECUTIVE HOURS TO VOTE, EITHER FROM THE OPENING OF THE POLLS TO

THE BEGINNING OF YOUR WORKING SHIFT, OR BETWEEN THE END OF YOUR WORKING SHIFT AND THE

CLOSING OF THE POLLS, YOU MAY TAKE OFF UP TO 2 HOURS, WITHOUT LOSS OF PAY, TO ALLOW YOU

TIME TO VOTE IF YOU ARE A REGISTERED VOTER.

• YOU MAY TAKE TIME OFF AT THE BEGINNING OR END OF YOUR WORKING SHIFT, AS YOUR EMPLOYER

MAY DESIGNATE, UNLESS OTHERWISE MUTUALLY AGREED.

• YOU MUST NOTIFY YOUR EMPLOYER NOT LESS THAN 2 DAYS, BUT NOT MORE THAN 10 DAYS, BEFORE

THE DAY OF THE ELECTION THAT YOU WILL TAKE TIME OFF TO VOTE.

Employers: Not less than ten working days before any Election Day, every employer shall post conspicuously in the place of work

where it can be seen as employees come or go to their place of work, a notice setting forth the provisions of this law. Such notice

shall be kept posted until the close of the polls on Election Day.

Revised 4.14.2020

16 New York Labor Laws

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WORKERS’ COMPENSATION

WORKERS’ COMPENSATION NOTICE

Employers must obtain and keep in effect workers’ compensation coverage for their

employees; there must be no lapse in coverage even when switching insurance carriers. The

law requires almost all employers operating in New York State to have workers’ compensation

and disability coverage for their employees. This requirement can be fullled by purchasing

insurance coverage through an insurance carrier or by obtaining authorization from the Board

to be self-insured.

Employers must post a notice of workers’ compensation coverage and employee rights.

This notice is in a form prescribed by the Workers’ Compensation Board. Employers obtain

the notice from their insurance carrier or, if self-insured, from the Board. The notice includes

the name and address of the insurance carrier and the policy number of the employer. It

must be posted in a conspicuous place in the employer’s place of business. Violations of this

requirement can result in a ne of up to $250 per violation.

17 New York Labor Laws

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DISABILITY BENEFITS LAW

An employer who has had in New York State employment 1 or more employees on each of

at least 30 days in any calendar year shall be a “covered employer” subject to the Disability

Benets Law after the expiration of 4 weeks following the 30th day of such employment.

These 30 days of employment need not be consecutive days but must be work days of

employment in one calendar year. In addition to the above-stated provisions, effective

January 1, 1984, employers of personal or domestic employees in a private home are subject

if they employ at least one employee who works 40 or more hours per week for that one

employer. (NOTE: Prior to January 1, 1984, employers are subject only if they have 4 or more

employees.) Each covered employer must post and maintain conspicuously at the place or

places of business a prescribed form, Notice of Compliance, stating the provisions have been

made for the payment of Disability Benets to all eligible employees. To obtain the Notice of

Compliance, please contact your Disability Insurance Carrier.

18 New York Labor Laws

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NEW YORK CORRECTION LAW ARTICLE 23-A

NEW YORK CORRECTION LAW ARTICLE 23-A LICENSURE AND EMPLOYMENTOF PERSONS PREVIOUSLYCONVICTED OF ONE

OR MORE CRIMINAL OFFENSES

Section 750. Denitions. 751. Applicability. 752. Unfair discrimination against persons previously convicted of one or more

criminal offenses prohibited. 753. Factors to be considered concerning a previous criminal conviction; presumption. 754. Written

statement upon denial of license or employment. 755. Enforcement. §750. Denitions. For the purposes of this article, the

following terms shall have the following meanings: (1) “Public agency” means the state or any local subdivision thereof, or any

state or local department, agency, board or commission. (2) “Private employer” means any person, company, corporation, labor

organization or association which employs ten or more persons. (3) “Direct relationship” means that the nature of criminal

conduct for which the person was convicted has a direct bearing on his tness or ability to perform one or more of the duties

or responsibilities necessarily related to the license, opportunity, or job in question. (4) “License” means any certicate, license,

permit or grant of permission required by the laws of this state, its political subdivisions or instrumentalities as a condition for

the lawful practice of any occupation, employment, trade, vocation, business, or profession. Provided, however, that “license”

shall not, for the purposes of this article, include any license or permit to own, possess, carry, or re any explosive, pistol,

handgun, rie, shotgun, or other rearm. (5) “Employment” means any occupation, vocation or employment, or any form of

vocational or educational training. Provided, however, that “employment” shall not, for the purposes of this article, include

membership in any law enforcement agency. §751. Applicability. The provisions of this article shall apply to any application by

any person for a license or employment at any public or private employer, who has previously been convicted of one or more

criminal offenses in this state or in any other jurisdiction, and to any license or employment held by any person whose conviction

of one or more criminal offenses in this state or in any other jurisdiction preceded such employment or granting of a license,

except where a mandatory forfeiture, disability or bar to employment is imposed by law, and has not been removed by an

executive pardon, certicate of relief from disabilities or certicate of good conduct. Nothing in this article shall be construed

to affect any right an employer may have with respect to an intentional misrepresentation in connection with an application for

employment made by a prospective employee or previously made by a current employee. §752. Unfair discrimination against

persons previously convicted of one or more criminal offenses prohibited. No application for any license or employment, and

no employment or license held by an individual, to which the provisions of this article are applicable, shall be denied or acted

upon adversely by reason of the individual’s having been previously convicted of one or more criminal offenses, or by reason

of a nding of lack of “good moral character” when such nding is based upon the fact that the individual has previously been

convicted of one or more criminal offenses, unless: (1) There is a direct relationship between one or more of the previous

criminal offenses and the specic license or employment sought or held by the individual; or (2) the issuance or continuation

of the license or the granting or continuation of the employment would involve an unreasonable risk to property or to the

safety or welfare of specic individuals or the general public. §753. Factors to be considered concerning a previous criminal

conviction; presumption. 1. In making a determination pursuant to section seven hundred fty-two of this chapter, the public

agency or private employer shall consider the following factors: (a) The public policy of this state, as expressed in this act, to

encourage the licensure and employment of persons previously convicted of one or more criminal offenses. (b) The specic

duties and responsibilities necessarily related to the license or employment sought or held by the person. (c) The bearing, if

any, the criminal offense or offenses for which the person was previously convicted will have on his tness or ability to perform

one or more such duties or responsibilities. (d) The time which has elapsed since the occurrence of the criminal offense or

offenses. (e) The age of the person at the time of occurrence of the criminal offense or offenses. (f) The seriousness of the

offense or offenses. (g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and

good conduct. (h) The legitimate interest of the public agency or private employer in protecting property, and the safety and

welfare of specic individuals or the general public. 2. In making a determination pursuant to section seven hundred fty-two

of this chapter, the public agency or private employer shall also give consideration to a certicate of relief from disabilities or

a certicate of good conduct issued to the applicant, which certicate shall create a presumption of rehabilitation in regard to

the offense or offenses specied therein. §754. Written statement upon denial of license or employment. At the request of any

person previously convicted of one or more criminal offenses who has been denied a license or employment, a public agency

or private employer shall provide, within thirty days of a request, a written statement setting forth the reasons for such denial.

§755. Enforcement. 1. In relation to actions by public agencies, the provisions of this article shall be enforceable by a proceeding

brought pursuant to article seventy-eight of the civil practice law and rules. 2. In relation to actions by private employers, the

provisions of this article shall be enforceable by the division of human rights pursuant to the powers and procedures set forth in

article fteen of the executive law, and, concurrently, by the New York city commission on human rights.

19 New York Labor Laws

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UNEMPLOYMENT INSURANCE

WE ARE YOUR DOL

Unemployment Insurance

Division

Notice to Employees

Employees of this rm: you are covered by the New York State Unemployment Insurance Law.

o Your employer may not deduct from your wages for this purpose.

• If you are laid o, work less than four days a week, or resign:

o Get a “Record of Employment,” form from your employer. Keep it for your records to use if you le

forUnemployment Insurance benets.

o The “Record of Employment” form must have your employer’s name, registration number, and address where payroll

recordsare kept.

• To le an application for Unemployment Insurance:

o Call the Telephone Claims Center at (888) 209-8124 (translation services are available) or

o Go to our website at www.labor.ny.gov

o Hearing impaired individuals who have telephone Device for the Deaf (TTY/TDD) equipment may le a claim by

calling arelay operator at (800) 662-1220 and requesting the operator call (888) 783-1370. Service at this number is

provided onlyto callers using TDD equipment.

To Employer: You must post this poster conspicuously in each workplace.

Employers who utilize the ll-in version of this poster certify to the completeness and accuracy of the legal name,

address and Employer Registration # displayed. For additional posters, write to the: New York State Department of Labor,

Liability and Determination Section, Harriman State Oce Campus, Albany, NY 12226.

Equal Opportunity Employer/Program – Auxiliary aids and services are available upon request to individuals with disabilities.

IA 133 (04/23)

Employer Legal Name:

Address:

Employer Registration (ER) #:

20 New York Labor Laws

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DISCRIMINATION

1-888-392-3644

WWW.DHR.NY.GOV

THIS ESTABLISHMENT IS SUBJECT TO THE NEW YORK STATE HUMAN RIGHTS LAW (EXECUTIVE LAW, ARTICLE 15)

DISCRIMINATION BASED UPON AGE, RACE, CREED, COLOR, NATIONAL ORIGIN, SEXUAL ORIENTATION, MILITARY

STATUS, SEX, PREGNANCY, GENDER IDENTITY OR EXPRESSION, DISABILITY OR MARITAL STATUS IS PROHIBITED BY

THE NEW YORK STATE HUMAN RIGHTS LAW. SEXUAL HARASSMENT OR HARASSMENT BASED UPON ANY OF THESE

PROTECTED CLASSES ALSO IS PROHIBITED.

ALL EMPLOYERS (until February 8, 2020, only employers with 4 or more employees are covered), EMPLOYMENT

AGENCIES, LABOR ORGANIZATIONS AND APPRENTICESHIP TRAINING PROGRAMS

Also prohibited: discrimination in employment on the basis of Sabbath observance or religious practices; hairstyles associated

with race (also applies to all areas listed below); prior arrest or conviction record; predisposing genetic characteristics; familial

status; pregnancy-related conditions; domestic violence victim status.

Reasonable accommodations for persons with disabilities and pregnancy-related conditions including lactation may be

required. A reasonable accommodation is an adjustment to a job or work environment that enables a person with a disability

to perform the essential functions of a job in a reasonable manner.

Also covered: domestic workers are protected from harassment and retaliation; interns and nonemployees working in the

workplace (for example temp or contract workers) are protected from all discrimination described above.

RENTAL, LEASE OR SALE OF HOUSING, LAND AND COMMERCIAL SPACE, INCLUDING ACTIVITIES OF REAL ESTATE

BROKERS AND SALES PEOPLE

Also prohibited: discrimination on the basis of lawful source of income (for example housing vouchers, disability benets,

child support); familial status (families with children or being pregnant); prior arrest or sealed conviction; commercial

boycotts or blockbusting Reasonable accommodations and modications for persons with disabilities may also be required.

Does not apply to:

(1) rental of an apartment in an owner-occupied two-family house

(2) restrictions of all rooms in a housing accommodation to individuals of the same sex

(3) rental of a room by the occupant of a house or apartment

(4) sale, rental, or lease of accommodations of housing exclusively to persons 55 years of age or older, and the spouse of such

persons

ALL CREDIT TRANSACTIONS INCLUDING FINANCING FOR PURCHASE, MAINTENANCE AND REPAIR OF HOUSING

PLACES OF PUBLIC ACCOMMODATION SUCH AS RESTAURANTS, HOTELS, HOSPITALS AND MEDICAL OFFICES, CLUBS,

PARKS AND GOVERNMENT OFFICES

Exception: Age is not a covered classication relative to public accommodations. Reasonable accommodations for persons

with disabilities may also be required.

EDUCATION INSTITUTIONS

All public schools and private nonprot schools, at all education levels, excluding those run by religious organizations.

ADVERTISING AND APPLICATIONS RELATING TO EMPLOYMENT, REAL ESTATE, PLACES OF PUBLIC ACCOMMODATION

AND CREDIT TRANSACTIONS MAY NOT EXPRESS ANY DISCRIMINATION

If you wish to le a formal complaint with the Division of Human Rights, you must do so within one year after the discrimination

occurred. The Division’s services are provided free of charge.

If you wish to le a complaint in State Court, you may do so within three years of the discrimination. You may not le both

with the Division and the State Court.

Retaliation for ling a complaint or opposing discriminatory practices is prohibited. You may le a complaint with

the Division if you have been retaliated against.

FOR FURTHER INFORMATION, WRITE OR CALL THE DIVISION’S NEAREST OFFICE. HEADQUARTERS: ONE FORDHAM PLAZA,

4TH FLOOR, BRONX, NY 10458

21 New York Labor Laws

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DISCRIMINACIÓN

1-888-392-3644

WWW.DHR.NY.GOV

ESESTE ESTABLECIMIENTO ESTÁ SUJETO A LA LEY DE DERECHOS HUMANOS DEL ESTADO DE NUEVA YORK (LEY EJECUTIVA, SECCIÓN 15)

LA LEY DE DERECHOS HUMANOS DEL ESTADO DE NUEVA YORK PROHÍBE LA DISCRIMINACIÓN POR EDAD, RAZA,

CREDO, COLOR, ORIGEN NACIONAL, ORIENTACIÓN SEXUAL, ESTATUS MILITAR, SEXO, EMBARAZO, IDENTIDAD O

EXPRESIÓN DE GÉNERO, DISCAPACIDAD O ESTADO CIVIL. TAMBIÉN ESTÁ PROHIBIDO EL ACOSO SEXUAL O EL ACOSO

POR CUALQUIERA DE ESTAS CLASES PROTEGIDAS.

TODOS LOS EMPLEADORES (hasta el 8 de febrero de 2020, solo los empleadores de cuatro o más personas), AGENCIAS DE

EMPLEO, ORGANIZACIONES DE TRABAJO Y PROGRAMAS DE CAPACITACIÓN DE APRENDICES

Asimismo, está prohibida la discriminación en el empleo sobre la base de la observancia del Shabat o prácticas religiosas; peinados

asociados con la raza (también se aplica a las áreas enumeradas a continuación) arresto previo o antecedentes penales; las características

genéticas predisponentes; el estado civil; las condiciones relacionadas con el embarazo.

Es posible que sea necesario hacer acomodos razonables para personas con discapacidades y condiciones relacionadas con el

embarazo incluyendo lactación. Un arreglo razonable es una adaptación a un trabajo o entorno laboral que permita que una persona

con discapacidad realice las tareas esenciales de un trabajo de manera razonable.

También están cubiertos: trabajadores domésticos están protegidos en casos acoso y represalias; internos y no empleados cuales

trabajan en el lugar de trabajo (por ejemplo trabajadores temporarios o contratantes) están protegidos de toda discriminación

descrita arriba.

ALQUILER, ARRENDAMIENTO O VENTA DE VIVIENDA, TERRENO O ESPACIO COMERCIAL INCLUYENDO ACTIVIDADES DE

AGENTE DE BIENES RAÍCES Y VENDEDORES

También esta prohibido: la discriminación a base de fuente de ingreso legal (por ejemplo vales, benecios de discapacidad, manutención

de niños); estado familiar (familias con niños o en estado de embarazo); arresto previo o condena sellada; boicot comercial o acoso

inmobiliario.

También es posible que sea necesario realizar modicaciones y arreglos razonables para personas con discapacidades.

Excepciones:

(1) alquiler de un apartamento en una casa para dos familias ocupada por el dueño

(2) restricciones de todas las habitaciones en una vivienda para individuos del mismo sexo

(3) alquiler de una habitación por parte del ocupante de una casa o apartamento

(4) venta, alquiler o arrendamiento de alojamiento en una casa exclusivamente a personas mayores de 55 años y al cónyuge de dichas

personas

También se prohíbe: discriminación en vivienda sobre la base del estado civil (por ejemplo, familias con hijos).

TODAS TRANSACCIONES CREDITICIAS INCLUYENDO FINANCIAMENTO PARA LA COMPRA, MANTENIMIENTO Y REPARACION

DE VIVIENDAS

LUGARES DE ALOJAMIENTO PÚBLICO, COMO RESTAURANTES, HOTELES, HOSPITALES Y CONSULTORIOS MÉDICOS, CLUBS,

PARQUES Y OFFICINAS DEL GOBIERNO.

Excepción:

La edad no es una clasicación cubierta respecto a los alojamientos públicos. Es posible que sea necesario realizar arreglos razonables

para personas con discapacidades.

INSTITUCIONES EDUCATIVAS

Todas las escuelas publicas y escuelas privadas sin ánimo de lucro, en todos los niveles, excluyendo escuelas dirigidas por organizaciones

religiosas.

PUBLICIDAD Y SOLICITUDES RELACIONADAS CON EL EMPLEO, LOS INMUEBLES, LOS LUGARES DE ALOJAMIENTO PÚBLICO Y

LAS TRANSACCIONES CREDITICIAS NO DEBEN EXPRESAR NINGUN ACTO DISCRIMINATORIO

Si desea presentar una demanda formal ante la División de Derechos Humanos, debe hacerlo dentro de un año desde que ocurra la

discriminación. Los servicios de la División se ofrecen sin cargo.

Si desea presentar una demanda ante el Tribunal Estatal, puede hacerlo dentro de los tres años desde que ocurriera la discriminación.

No puede presentar una demanda ante la División y ante el Tribunal Estatal.

Se prohíben las represalias por presentar una demanda u oponerse a prácticas discriminatorias. Puede presentar una

demanda ante la División si sufrió represalias.

PARA OBTENER MÁS INFORMACIÓN, ESCRIBA O LLAME A LA OFICINA MÁS CERCANA DE LA DIVISIÓN. OFICINA CENTRAL: ONE

FORDHAM PLAZA. 4TH FLOOR, BRONX, NY 10458

22 New York Labor Laws

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NEW YORK ELECTRONIC MONITORING POSTER

STATE OF NEW YORK

An employee shall be advised that any and

all telephone conversations or transmissions,

electronic mail or transmissions, or internet

access or usage by an employee by any electronic

device or system, including but not limited to

the use of a computer, telephone, wire, radio or

electromagnetic, photoelectronic or photo-optical

systems may be subject to monitoring at any and

all times and by any lawful means.

ESTADO DE NUEVA YORK

Se informará a un empleado que todas y cada una

de las conversaciones o transmisiones telefónicas,

correo electrónico o transmisiones, o acceso o uso de

Internet por parte de un empleado mediante cualquier

dispositivo o sistema electrónico, incluyendo, entre

otros, el uso de una computadora, teléfono, cable,

radio o sistemas electromagnéticos, fotoelectrónicos

o fotoópticos pueden ser objeto de vigilancia en todo

momento y por cualquier medio lícito.

New York Labor Laws

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DISCRIMINATION AGAINST CERTAIN ACTIVITIES

New York Labor Law

§ 201-d. Discrimination against the engagement in certain activities.

1. Denitions. As used in this section:

a. “Political activities” shall mean (i) running for public oce, (ii) campaigning

for a candidate for public oce, or (iii) participating in fund-raising activities

for the benet of a candidate, political party or political advocacy group;

b. “Recreational activities” shall mean any lawful, leisure-time activity, for

which the employee receives no compensation and which is generally

engaged in for recreational purposes, including but not limited to sports,

games, hobbies, exercise, reading and the viewing of television, movies

and similar material;

c. “Work hours” shall mean, for purposes of this section, all time, including

paid and unpaid breaks and meal periods, that the employee is suered,

permitted or expected to be engaged in work, and all time the employee

is actually engaged in work. This denition shall not be referred to

in determining hours worked for which an employee is entitled to

compensation under any law including article nineteen of this chapter;

d. “Political matters” shall mean matters relating to elections for political

oce, political parties, legislation, regulation and the decision to join or

support any political party or political, civic, community, fraternal or labor

organization;

e. “Religious matters” shall mean matters relating to religious aliation and

practice and the decision to join or support any religious organization or

association.

2. Unless otherwise provided by law, it shall be unlawful for any employer or

employment agency to refuse to hire, employ or license, or to discharge from

employment or otherwise discriminate against an individual in compensation,

promotion or terms, conditions or privileges of employment because of:

a. an individual’s political activities outside of working hours, o of the

employer’s premises and without use of the employer’s equipment or other

property, if such activities are legal, provided, however, that this paragraph

shall not apply to persons whose employment is dened in paragraph

six of subdivision (a) of section seventy-nine-h of the civil rights law, and

provided further that this paragraph shall not apply to persons who would

otherwise be prohibited from engaging in political activity pursuant to

chapter 15 of title 5 and subchapter III of chapter 73 of title 5 of the USCA;

b. an individual’s legal use of consumable products, including cannabis in

accordance with state law, prior to the beginning or after the conclusion of

the employee’s work hours, and o of the employer’s premises and without

use of the employer’s equipment or other property;

c. an individual’s legal recreational activities, including cannabis in accordance

with state law, outside work hours, o of the employer’s premises and

without use of the employer’s equipment or other property;

d. an individual’s membership in a union or any exercise of rights granted

under Title 29, USCA, Chapter 7 or under article fourteen of the civil service

law; or

e. an individual’s refusal to: (i) attend an employer-sponsored meeting with

the employer or its agent, representative or designee, the primary purpose

of which is to communicate the employer’s opinion concerning religious

or political matters; or (ii) listen to speech or view communications, the

primary purpose of which is to communicate the employer’s opinion

concerning religious or political matters.

3. The provisions of subdivision two of this section shall not be deemed to

protect activity which:

a. creates a material conict of interest related to the employer’s trade secrets,

proprietary information or other proprietary or business interest;

b. with respect to employees of a state agency as dened in sections seventy-

three and seventy-four of the public ocers law respectively, is in knowing

violation of subdivision two, three, four, ve, seven, eight or twelve of

section seventy-three or of section seventy-four of the public ocers law,

or of any executive order, policy, directive, or other rule which has been

issued by the attorney general regulating outside employment or activities

that could conict with employees’ performance of their ocial duties;

c. with respect to employees of any employer as dened in section twenty-

seven-a of this chapter, is in knowing violation of a provision of a collective

bargaining agreement concerning ethics, conicts of interest, potential

conicts of interest, or the proper discharge of ocial duties;

d. with respect to employees of any employer as dened in section twenty-

seven-a of this chapter who are not subject to section seventy-three or

seventy-four of the public ocers law, is in knowing violation of article

eighteen of the general municipal law or any local law, administrative code

provision, charter provision or rule or directive of the mayor or any agency

head of a city having a population of one million or more, where such

law, code provision, charter provision, rule or directive concerns ethics,

conicts of interest, potential conicts of interest, or the proper discharge

of ocial duties and otherwise covers such employees; and

e. with respect to employees other than those of any employer as dened

in section twenty-seven-a of this chapter, violates a collective bargaining

agreement or a certied or licensed professional’s contractual obligation to

devote his or her entire compensated working hours to a single employer,

provided however that the provisions of this paragraph shall apply only

to professionals whose compensation is at least fty thousand dollars

for the year nineteen hundred ninety-two and in subsequent years is

an equivalent amount adjusted by the same percentage as the annual

increase or decrease in the consumer price index.

4. Notwithstanding the provisions of subdivision three of this section, an

employer shall not be in violation of this section where the employer takes

action based on the belief either that: (i) the employer’s actions were required

by statute, regulation, ordinance or other governmental mandate, (ii) the

employer’s actions were permissible pursuant to an established substance

abuse or alcohol program or workplace policy, professional contract or

collective bargaining agreement, or (iii) the individual’s actions were deemed

by an employer or previous employer to be illegal or to constitute habitually

poor performance, incompetency or misconduct.

4-a. Notwithstanding the provisions of subdivision three or four of this section,

an employer shall not be in violation of this section where the employer

takes action related to the use of cannabis based on the following:

(i) the employer’s actions were required by state or federal statute, regulation,

ordinance, or other state or federal governmental mandate;

(ii) the employee is impaired by the use of cannabis, meaning the employee

manifests specic articulable symptoms while working that decrease or

lessen the employee’s performance of the duties or tasks of the employee’s

job position, or such specic articulable symptoms interfere with an

employer’s obligation to provide a safe and healthy work place, free from

recognized hazards, as required by state and federal occupational safety

and health law; or

(iii) the employer’s actions would require such employer to commit any act

that would cause the employer to be in violation of federal law or would

result in the loss of a federal contract or federal funding.

5. Nothing in this section shall apply to persons who, on an individual basis,

have a professional service contract with an employer and the unique nature

of the services provided is such that the employer shall be permitted, as part

of such professional service contract, to limit the o-duty activities which may

be engaged in by such individual.

6. Nothing in this section shall prohibit an organization or employer from

oering, imposing or having in eect a health, disability or life insurance

policy that makes distinctions between employees for the type of coverage or

the price of coverage based upon the employees’ recreational activities or use

of consumable products, provided that dierential premium rates charged

employees reect a dierential cost to the employer and that employers

provide employees with a statement delineating the dierential rates used by

the carriers providing insurance for the employer, and provided further that

such distinctions in type or price of coverage shall not be utilized to expand,

limit or curtail the rights or liabilities of any party with regard to a civil cause

of action.

7. a. Where a violation of this section is alleged to have occurred, the attorney

general may apply in the name of the people of the state of New York for

an order enjoining or restraining the commission or continuance of the

alleged unlawful acts. In any such proceeding, the court may impose a civil

penalty in the amount of three hundred dollars for the rst violation and

ve hundred dollars for each subsequent violation.

b. In addition to any other penalties or actions otherwise applicable pursuant

to this chapter, where a violation of this section is alleged to have occurred,

an aggrieved individual may commence an action for equitable relief and

damages.

8. Nothing in this section shall prohibit: (i) an employer or its agent, representative

or designee from communicating to its employees any information that the

employer is required by law to communicate, but only to the extent of such

legal requirement; (ii) an employer or its agent, representative or designee

from communicating to its employees any information that is necessary

for such employees to perform their job duties; (iii) an institution of higher

education, or any agent, representative or designee of such institution, from

meeting with or participating in any communications with its employees

that are part of coursework, any symposia or an academic program at such

institution; (iv) casual conversations between employees or between an

employee and an agent, representative or designee of an employer, provided

participation in such conversations is not required; or (v) a requirement

limited to the employer’s managerial and supervisory employees.

9. The provisions of this section shall not apply to a religious corporation,

entity, association, educational institution or society that is exempt from the

requirements of Title VII of the Civil Rights Act of 1964 pursuant to 42 USC

2000e-1(a) with respect to speech on religious matters to employees who

perform work connected with the activities undertaken by such religious

corporation, entity, association, educational institution or society.

10. Every employer shall post a sign in every workplace at the location or

locations where notices to employees are normally posted, to inform

employees of their rights pursuant to this section.

New York Labor Laws

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FEDERAL MINIMUM WAGE

The law requires employers to display this poster where employees can readily see it.

OVERTIME PAY At least 1 ½ times your regular rate of pay for all hours worked over 40 in a workweek.

CHILD LABOR An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in

non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school

hours in various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different

rules apply in agricultural employment.

TIP CREDIT Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on

tips received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they

claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash

wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.

NURSING MOTHERS The FLSA requires employers to provide reasonable break time for a nursing mother employee

who is subject to the FLSA’s overtime requirements in order for the employee to express breast milk for her nursing

child for one year after the child’s birth each time such employee has a need to express breast milk. Employers are

also required to provide a place, other than a bathroom, that is shielded from view and free from intrusion from

coworkers and the public, which may be used by the employee to express breast milk.

ENFORCEMENT The Department has authority to recover back wages and an equal amount in liquidated damages

in instances of minimum wage, overtime, and other violations. The Department may litigate and/or recommend

criminal prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the

minimum wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of

the FLSA’s child labor provisions. Heightened civil money penalties may be assessed for each child labor violation

that results in the death or serious injury of any minor employee, and such assessments may be doubled when the

violations are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers

who file a complaint or participate in any proceeding under the FLSA.

ADDITIONAL INFORMATION

• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.

Certain narrow exemptions also apply to the pump at work requirements.

• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands,

and the Commonwealth of Puerto Rico.

•

Some state laws provide greater employee protections; employers must comply with both.

•

Some employers incorrectly classify workers as “independent contractors” when they are actually employees

under the FLSA. It is important to know the difference between the two because employees (unless exempt) are

entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent

contractors are not.

• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than the

minimum wage under special certificates issued by the Department of Labor.

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACT

BEGINNING

JULY 24, 2009

PER HOUR

$7.25

FEDERAL MINIMUM WAGE

WAGE AND HOUR DIVISION

UNITED STATES DEPARTMENT OF LABOR

1-866-487-9243

www.dol.gov/agencies/whd

WH1088 REV 04/23

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EEOC - Know Your Rights: Workplace Discrimination is Illegal

Who is Protected?

• Employees (current and former), including

managers and temporary employees

• Job applicants

• Union members and applicants for membership

in a union

What Organizations are Covered?

• Most private employers

• State and local governments (as employers)

• Educational institutions (as employers)

• Unions

• Stang agencies

What Types of Employment Discrimination are

Illegal?

Under the EEOC’s laws, an employer may not

discriminate against you, regardless of your

immigration status, on the bases of:

• Race

• Color

• Religion

• National origin

• Sex (including pregnancy, childbirth, and related

medical conditions, sexual orientation, or gender

identity)

• Age (40 and older)

• Disability

• Genetic information (including employer requests

for, or purchase, use, or disclosure of genetic tests,

genetic services, or family medical history)

• Retaliation for ling a charge, reasonably opposing

discrimination, or participating in a discrimination

lawsuit, investigation, or proceeding

• Interference, coercion, or threats related to

exercising rights regarding disability discrimination

or pregnancy accommodation

What Employment Practices can be Challenged

as Discriminatory?

All aspects of employment, including:

• Discharge, ring, or lay-o

• Harassment (including unwelcome verbal or

physical conduct)

• Hiring or promotion

• Assignment

• Pay (unequal wages or compensation)

• Failure to provide reasonable accommodation for a

disability; pregnancy, childbirth, or related medical

condition; or a sincerely-held religious belief,

observance or practice

• Benets

• Job training

• Classication

• Referral

• Obtaining or disclosing genetic information of

employees

• Requesting or disclosing medical information of

employees

• Conduct that might reasonably discourage

someone from opposing discrimination, ling a

charge, or participating in an investigation

or proceeding

• Conduct that coerces, intimidates, threatens, or

interferes with someone exercising their rights,

or someone assisting or encouraging someone

else to exercise rights, regarding disability

discrimination (including accommodation) or

pregnancy accommodation

What can You Do if You Believe Discrimination

has Occurred?

Contact the EEOC promptly if you suspect

diascrimination. Do not delay, because there are

strict time limits for ling a charge of discrimination

(180 or 300 days, depending on where you

live/work). You can reach the EEOC in any of the

following ways:

Submit an inquiry through the EEOC’s public portal:

https://publicportal.eeoc.gov/Portal/Login.aspx

Call 1–800–669–4000 (toll free)

1–800–669–6820 (TTY)

1–844–234–5122 (ASL video phone)

Visit an EEOC eld oce

(information at

www.eeoc.gov/eld-oce)

E-Mail [email protected]

Additional information about the

EEOC, including information about

ling a charge of discrimination, is available at

www.eeoc.gov.

Know Your Rights: Workplace Discrimination is Illegal

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from discrimination in

employment. If you believe you’ve been discriminated against at work or in applying for a job, the EEOC may be able to help.

The Department of Labor’s Oce of Federal Contract Compliance Programs

(OFCCP) enforces the nondiscrimination and armative action commitments of

companies doing business with the Federal Government. If you are applying for a

job with, or are an employee of, a company with a Federal contract or subcontract,

you are protected under Federal law from discrimination on the following bases:

Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National

Origin Executive Order 11246, as amended, prohibits employment discrimination

by Federal contractors based on race, color, religion, sex, sexual orientation, gender

identity, or national origin, and requires armative action to ensure equality of

opportunity in all aspects of employment.

Asking About, Disclosing, or Discussing Pay Executive Order 11246, as

amended, protects applicants and employees of Federal contractors from

discrimination based on inquiring about, disclosing, or discussing their

compensation or the compensation of other applicants or employees.

Disability Section 503 of the Rehabilitation Act of 1973, as amended, protects

qualied individuals with disabilities from discrimination in hiring, promotion,

discharge, pay, fringe benets, job training, classication, referral, and other aspects

of employment by Federal contractors. Disability discrimination includes not

making reasonable accommodation to the known physical or mental limitations

of an otherwise qualied individual with a disability who is an applicant or

employee, barring undue hardship to the employer. Section 503 also requires that

Federal contractors take armative action to employ and advance in employment

qualied individuals with disabilities at all levels of employment, including the

executive level.

Protected Veteran Status The Vietnam Era Veterans’ Readjustment Assistance

Act of 1974, as amended, 38 U.S.C. 4212, prohibits employment discrimination

against, and requires armative action to recruit, employ, and advance in

employment, disabled veterans, recently separated veterans (i.e., within

three years of discharge or release from active duty), active duty wartime or

campaign badge veterans, or Armed Forces service medal veterans.

Retaliation Retaliation is prohibited against a person who les a complaint

of discrimination, participates in an OFCCP proceeding, or otherwise opposes

discrimination by Federal contractors under these Federal laws. Any person who

believes a contractor has violated its nondiscrimination or armative action

obligations under OFCCP’s authorities should contact immediately:

The Oce of Federal Contract Compliance Programs (OFCCP)

U.S. Department of Labor

200 Constitution Avenue, N.W.

Washington, D.C. 20210

1–800–397–6251 (toll-free)

If you are deaf, hard of hearing, or have a speech disability, please dial 7–1–1

to access telecommunications relay services. OFCCP may also be contacted by

submitting a question online to OFCCP’s Help Desk at

https://ofccphelpdesk.dol.gov/s/, or by calling an OFCCP regional or district oce,

listed in most telephone directories under U.S. Government, Department of

Labor and on OFCCP’s “Contact Us” webpage at

https://www.dol.gov/agencies/ofccp/contact.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

Race, Color, National Origin, Sex In addition to the protections of Title VII of the Civil

Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended,

prohibits discrimination on the basis of race, color or national origin in programs

or activities receiving Federal nancial assistance. Employment discrimination is

covered by Title VI if the primary objective of the nancial assistance is provision

of employment, or where employment discrimination causes or may cause

discrimination in providing services under such programs. Title IX of the Education

Amendments of 1972 prohibits employment discrimination on the basis of sex in

educational programs or activities which receive Federal nancial assistance.

Individuals with Disabilities Section 504 of the Rehabilitation Act of 1973, as

amended, prohibits employment discrimination on the basis of disability in any

program or activity which receives Federal nancial assistance. Discrimination is

prohibited in all aspects of employment against persons with disabilities who,

with or without reasonable accommodation, can perform the essential functions

of the job. If you believe you have been discriminated against in a program of any

institution which receives Federal nancial assistance, you should immediately

contact the Federal agency providing such assistance.

(Revised 6/27/2023)

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FMLA | FAMILY AND MEDICAL LEAVE ACT

Your Employee Rights Under the Family and Medical Leave Act

What is FMLA leave? The Family and Medical Leave Act (FMLA) is a

federal law that provides eligible employees with job-protected leave

for qualifying family and medical reasons. The U.S. Department of Labor’s

Wage and Hour Division (WHD) enforces the FMLA for most employees.

Eligible employees can take up to 12 workweeks of FMLA leave in a

12-month period for:

• The birth, adoption or foster placement of a child with you,

• Your serious mental or physical health condition that makes you

unable to work,

• To care for your spouse, child or parent with a serious mental or

physical health condition, and

• Certain qualifying reasons related to the foreign deployment of your

spouse, child or parent who is a military servicemember.

An eligible employee who is the spouse, child, parent or next of kin of

a covered servicemember with a serious injury or illness may take up

to 26 workweeks of FMLA leave in a single 12-month period to care for

the servicemember.

You have the right to use FMLA leave in one block of time. When it is

medically necessary or otherwise permitted, you may take FMLA leave

intermittently in separate blocks of time, or on a reduced schedule

by working less hours each day or week. Read Fact Sheet #28M(c) for

more information.

FMLA leave is not paid leave, but you may choose, or be required by

your employer, to use any employer-provided paid leave if your

employer’s paid leave policy covers the reason for which you need

FMLA leave.

Am I eligible to take FMLA leave? You are an eligible

employee if all of the following apply:

• You work for a covered employer,

• You have worked for your employer at least 12 months,

• You have at least 1,250 hours of service for your employer during the

12 months before your leave, and

• Your employer has at least 50 employees within 75 miles of your

work location.

Airline flight crew employees have different “hours of service”

requirements.

You work for a covered employer if one of the following applies:

• You work for a private employer that had at least 50 employees

during at least 20 workweeks in the current or previous calendar year,

• You work for an elementary or public or private secondary school, or

• You work for a public agency, such as a local, state or federal

government agency. Most federal employees are covered by Title II of

the FMLA, administered by the Office of Personnel Management.

How do I request FMLA leave? Generally, to request FMLA

leave you must:

• Follow your employer’s normal policies for requesting leave,

• Give notice at least 30 days before your need for FMLA leave, or

• If advance notice is not possible, give notice as soon as possible.

You do not have to share a medical diagnosis but must provide

enough information to your employer so they can determine whether

the leave qualifies for FMLA protection. You must also inform your

employer if FMLA leave was previously taken or approved for the

same reason when requesting additional leave.

Your employer may request certification from a health care provider

to verify medical leave and may request certification of a qualifying

exigency.

The FMLA does not affect any federal or state law prohibiting

discrimination or supersede any state or local law or collective

bargaining agreement that provides greater family or medical leave

rights.

State employees may be subject to certain limitations in pursuit of

direct lawsuits regarding leave for their own serious health conditions.

Most federal and certain congressional employees are also covered by

the law but are subject to the jurisdiction of the U.S. Office of Personnel

Management or Congress.

What does my employer need to do? If you are eligible for

FMLA leave, your employer must:

• Allow you to take job-protected time off work for a qualifying reason,

• Continue your group health plan coverage while you are on leave on

the same basis as if you had not taken leave, and

• Allow you to return to the same job, or a virtually identical job with

the same pay, benefits and other working conditions, including shift

and location, at the end of your leave.

Your employer cannot interfere with your FMLA rights or threaten

or punish you for exercising your rights under the law. For example,

your employer cannot retaliate against you for requesting FMLA leave

or cooperating with a WHD investigation.

After becoming aware that your need for leave is for a reason that may

qualify under the FMLA, your employer must confirm whether you

are eligible or not eligible for FMLA leave. If your employer determines

that you are eligible, your employer must notify you in writing:

• About your FMLA rights and responsibilities, and

• How much of your requested leave, if any, will be FMLA-protected

leave.

Where can I find more information?

Call 1-866-487-9243 or visit dol.gov/fmla to learn more.

If you believe your rights under the FMLA have been violated, you may

file a complaint with WHD or file a private lawsuit against your

employer in court. Scan the QR code to learn about our WHD

complaint process.

WAGE AND HOUR DIVISION

UNITED STATES DEPARTMENT OF LABOR WH1420 REV 04/23

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USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

U.S. Department of Justice

Office of Special Counsel

Employer Support Of The Guard

And Reserve 1-800-336-4590

U.S. Department of Labor

1-866-487-2365

YOUR RIGHTS UNDER USERRA

THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or

certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against past and present

members of the uniformed services, and applicants to the uniformed services.

REEMPLOYMENT RIGHTS

You have the right to be reemployed in your civilian job if you leave

that job to perform service in the uniformed service and:

•

you ensure that your employer receives advance written or verbal

notice of your service;

•

you have ve years or less of cumulative service in the uniformed

services while with that particular employer;

•

you return to work or apply for reemployment in a timely manner

after conclusion of service; and

•

you have not been separated from service with a disqualifying

discharge or under other than honorable conditions.

If you are eligible to be reemployed, you must be restored to the job

and benets you would have attained if you had not been absent due

to military service or, in some cases, a comparable job.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION

If you:

• are a past or present member of the uniformed service;

• have applied for membership in the uniformed service; or

• are obligated to serve in the uniformed service;

then an employer may not deny you:

• initial employment;

• reemployment;

• retention in employment;

• promotion; or

• any benet of employment

because of this status.

In addition, an employer may not retaliate against anyone assisting

in the enforcement of USERRA rights, including testifying or making a

statement in connection with a proceeding under USERRA, even if that

person has no service connection.

HEALTH INSURANCE PROTECTION

• If you leave your job to perform military service, you have the right to

elect to continue your existing employer-based health plan coverage

for you and your dependents for up to 24 months while in the

military.

• Even if you don’t elect to continue coverage during your military

service, you have the right to be reinstated in your employer’s health

plan when you are reemployed, generally without any waiting

periods or exclusions (e.g., pre-existing condition exclusions) except

for service-connected illnesses or injuries.

ENFORCEMENT

• The U.S. Department of Labor, Veterans Employment and Training

Service (VETS) is authorized to investigate and resolve complaints of

USERRA violations.

•

For assistance in filing a complaint, or for any other information on

USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at

https://www.dol.gov/agencies/vets/. An interactive online USERRA

Advisor can be viewed at https://webapps.dol.gov/elaws/vets/userra

• If you file a complaint with VETS and VETS is unable to resolve it, you

may request that your case be referred to the Department of Justice

or the Office of Special Counsel, as applicable, for representation.

• You may also bypass the VETS process and bring a civil action against

an employer for violations of USERRA.

The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet

at this address: https://www.dol.gov/agencies/vets/programs/userra/poster Federal law requires employers to notify employees of their rights

under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.

Publication Date — May 2022

New York Labor Laws

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EMPLOYEE POLYGRAPH PROTECTION ACT

EMPLOYEE RIGHTS

EMPLOYEE POLYGRAPH PROTECTION ACT

The Employee Polygraph Protection Act prohibits most private employers from using lie

detector tests either for pre-employment screening or during the course of employment.

PROHIBITIONS Employers are generally prohibited from requiring or requesting any employee

or job applicant to take a lie detector test, and from discharging, disciplining, or discriminating

against an employee or prospective employee for refusing to take a test or for exercising other

rights under the Act.

EXEMPTIONS Federal, State and local governments are not affected by the law. Also, the law

does not apply to tests given by the Federal Government to certain private individuals engaged

in national security-related activities. The Act permits polygraph (a kind of lie detector) tests to

be administered in the private sector, subject to restrictions, to certain prospective employees

of security service firms (armored car, alarm, and guard), and of pharmaceutical manufacturers,

distributors and dispensers. The Act also permits polygraph testing, subject to restrictions, of

certain employees of private firms who are reasonably suspected of involvement in a workplace

incident (theft, embezzlement, etc.) that resulted in economic loss to the employer. The law

does not preempt any provision of any State or local law or any collective bargaining

agreement which is more restrictive with respect to lie detector tests.

EXAMINEE RIGHTS Where polygraph tests are permitted, they are subject to numerous strict

standards concerning the conduct and length of the test. Examinees have a number of specific

rights, including the right to a written notice before testing, the right to refuse or discontinue a

test, and the right not to have test results disclosed to unauthorized persons.

ENFORCEMENT The Secretary of Labor may bring court actions to restrain violations and assess

civil penalties against violators. Employees or job applicants may also bring their own court

actions.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB

APPLICANTS CAN READILY SEE IT.

WAGE AND HOUR DIVISION

UNITED STATES DEPARTMENT OF LABOR

1-866-487-9243

www.dol.gov/agencies/whd

WH1462 REV 02/22

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Page 1 of 2

OSHA | OCCUPATIONAL SAFETY AND HEALTH ACT

U.S. Department of Labor

All workers have the right to:

 A safe workplace.



Raise a safety or health concern

with your employer or OSHA,

or report a work-related injury or

illness, without being retaliated

against.



Receive information and training on

job hazards, including all hazardous

substances in your workplace.



Request a condential OSHA

inspection of your workplace if

you believe there are unsafe or

unhealthy conditions. You have

the right to have a representative

contact OSHA on your behalf.



Participate (or have your

representative participate) in an

OSHA inspection and speak in

private to the inspector.



File a complaint with OSHA within

30 days (by phone, online or by

Employers must:



Provide employees a workplace free

from recognized hazards. It is illegal

to retaliate against an employee for

using any of their rights under the

law, including raising a health and

safety concern with you or with

OSHA, or reporting a work-related

injury or illness.



Comply with all applicable OSHA

standards.



Notify OSHA within 8 hours of

a workplace fatality or within 24

hours of any work-related inpatient

hospitalization, amputation, or loss

of an eye.



Provide required training to

all workers in a language and

vocabulary they can understand.



Prominently display this poster in

the workplace.



Post OSHA citations at or near the

place of the alleged violations.

New York Labor Laws

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Page 2 of 2

OSHA | OCCUPATIONAL SAFETY AND HEALTH ACT (Continued)

Seguridad y Salud en el Trabajo

ES LA LEY!

This poster is available free from OSHA.

1-800-321-OSHA (6742)



TTY 1-877-889-5627



www.osha.gov

Contact OSHA. We can help.

mail) if you have been retaliated

against for using your rights.



See any OSHA citations issued to

your employer.



Request copies of your medical

records, tests that measure

hazards in the workplace, and the

workplace injury and illness log.

On-Site Consultation services are

available to small and medium-

sized employers, without citation or

penalty, through OSHA-supported

consultation programs in every state.

OSHA 3165-04R 2019

New York Labor Laws

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ANTI-DISCRIMINATION NOTICE

It is illegal to discriminate against work

authorized individuals. Employers CANNOT

specify which document(s) they will accept

from an employee. The refusal to hire an

individual because the documents have a

future expiration date may also constitute

illegal discrimination.

For information, please contact

The Oce of Special Counsel for Immigration

Related Unfair Employment Practices Oce at

800-255-7688.

New York Labor Laws

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WITHHOLDING STATUS

Publication 213

(Rev. 8-2009)

Cat. No. 11047P

www.irs.gov

Since you last led form W-4 with your employer did you...

• Marry or divorce?

• Gain or lose a dependent?

• Change your name?

Were there major changes to...

• Your non-wage income (interest, dividends, capital gains, etc.)?

• Your family wage income (you or your spouse started or ended

a job)?

• Your itemized deductions?

• Your tax credits?

If you can answer “YES”...

To any of these questions or you owed extra tax when you led your

last return, you may need to le a new form W-4. See your employer

for a copy of Form W-4 or call the IRS at 1-800-829-3676.

Now is the time to check your withholding. For more details, get

Publication 919, How Do I Adjust My Tax Withholding?, or use the

Withholding Calculator at: www.irs.gov/individuals on the IRS

website.

Employer: Please post or publish this Bulletin

Board Poster so that your employees will see it.

Please indicate where they can get forms and

information on this subject.

New York Labor Laws

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PAYDAY NOTICE

By: ______________________________________________________________________________________

Title: _____________________________________________________________________________________

Weekly Bi-Weekly Monthly

Other _________________________________________________

Regular Paydays for Employees of

_______________________________________________________________________

(Company Name)

Shall be as follows:

New York Labor Laws

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Acknowledgement Page

Please ll out and submit to employer

ACKNOWLEDGEMENT

I certify that I have received and read the contents of the Labor Laws.

Employee Name: _______________________________________________

Date Received: ___________________________

Signature of Recipient: __________________________________________

Comments:

SUBMIT ACKNOWLEDGEMENT