This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Labor Laws For Salaried Employees In New York In Clark
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Multi-State
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Clark
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US-002HB
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FAQ
Labor Law Section 240 is a New York State law meant, originally, to protect construction workers who work at heights from falls or fall-related accidents. The meaning of the statute has evolved over time as interpreted by the Court.
The Department of Labor is committed to protecting and promoting workers' safety & health, wages, and working conditions. We do this by providing education, consultation and enforcement services in a fair, timely and consistent manner.
While New York City employment laws primarily protect workers within the city's limits, there are situations where out-of-state workers can also be covered. Factors such as the employer's location, the nature of the work, and specific contract agreements all play a role in determining whether NYC laws apply.
Yes. New York is an 'at-will' employment State. Without a contract restricting termination, generally an employer has the right to discharge an employee at any time for any, or no, reason, providing it is not an act of illegal retaliation or discrimination (see below).
New York City's Labor Law 200, applying to laborers such as construction workers, describes the duty of employers and construction site owners “to protect the health and safety of employees” by assuring them of “reasonable and adequate protection” for any type of work they have been hired to perform.
The Department of Labor helps collect wages owed to workers who have not received the minimum wage, once they file a claim with us. Labor Standards investigates and endeavors to collect on claims for: Unpaid wages. Withheld wages. Illegal deductions.
(1) An employer must not request or require an employee to work more than the following number of hours in a week unless the additional hours are reasonable: (a) for a full-time employee—38 hours; or (b) for an employee who is not a full-time employee—the lesser of: (i) 38 hours; and (ii) the employee's ordinary hours ...
Maximum hours an exempt employee can be required to work The law does not provide a maximum number of hours that an exempt worker can be required to work during a week. This means that an employer could require an exempt employee to work well beyond 40 hours a week without overtime compensation.
Most full-time salaried employees work 40-hour weeks. Salaried employees might occasionally work between 45 and 50 hours, depending on the company's needs. Other weeks, they might put in less than 40 hours.
Employers in New York State must provide all employees time off for meals, after working a certain number of hours. In general, employers must provide at least 30 minutes of unpaid time off if an employee works more than 6 hours.
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We enforce the State Labor Laws for minimum wage, hours of work, employment of minors, payment of wages, farm labor, nursing mothers in the workplace, and more. They also have the right to take breaks and use sick leave.Non-exempt staff are entitled to overtime pay under the state and federal wage and hour laws. Explore the latest New York labor laws affecting employers and employees. From minimum wage to overtime, stay informed and compliant. Employees in New York are required to be paid at least time and a half for hours worked over 40 in a sevenday workweek. Overtime compensation is not required. Unused Benefits, Paid Time Off (PTO), Etc. The frequency with which employers in New York must pay their employees depends on the type of work. NYS Labor Laws for Salaried Employees.