Michael Sciotti, partner, was featured in the Central New York Business Journal article “New Labor Laws in Effect and on the Horizon” about recent and upcoming labor law changes in New York State. Key updates include new paid leave provisions for pregnant and nursing employees, with 20 hours of paid pregnancy-related leave effective January 1, 2025, and paid breaks for nursing mothers implemented in June 2024. These changes apply to employers of all sizes, aiming to enhance workplace inclusivity and support for women.
The Clean Slate Law, which went into effect on November 16, 2024, introduces automatic sealing of eligible misdemeanor and felony convictions after three and eight years, respectively, for individuals maintaining a clean record. “This one is scaring employers,” Michael said. While designed to support reintegration into the workforce, this has raised employer concerns about incomplete background checks. However, exclusions for severe offenses, such as sex offenses or class A felonies, are in place. Michael said, “I think it’s simply designed to give a person who deserves a break a break so they can get a job and live their life.”
The Freelance Isn’t Free Act, effective since August 2024, mandates written contracts for freelance workers earning $800 or more annually, including detailed payment terms and prohibiting payment reductions without consent.
Employers must also prepare for the end of New York’s paid COVID-19 sick leave in July 2025 Paid COVID-19 sick leave, which was unfunded leave on top of the regular sick leave employers are already obligated to provide, “was a big-ticket item depending on the size of the employer,” Michael said.
To ensure compliance with changing labor laws, employers are advised to update their HR policies and materials.
Central New York Business Journal subscribers can read the full article here.