State Specific Employment Laws For New York In Contra Costa
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FAQ
Contrary to Oracle's assertions, the California Labor Code is clearly intended to apply to work done in California by nonresidents. The California Supreme Court has concluded that California's employment laws govern all work performed within the state, regardless of the residence or domicile of the worker.
An employee who usually works outside New York State but occasionally comes into New York State for work is likely not considered a New York State employee. An employer that is located outside of New York State does not need to cover employees who live in New York State but work outside of New York State.
The New York Labor Law addresses the liability of building owners and property managers for injuries sustained by employees, contractors and employees hired by contractors who make repairs and/or improvements to your property. This includes contractors hired by your tenants.
If it's for the employee's convenience, generally tax withholding should be for the state where the business is located. If it's a necessity, then tax withholding should be for the employee's state of residence. However, the laws and specifics for this practice vary from state to state.
Each state sets laws related to fair employment and workplace safety. In most cases, state laws offer more protections than the federal ones. Contact your state department of labor to learn about the labor laws in your state.
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).
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.
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.