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New York City Council
Expands Paid Sick Leave Law

 

On February 26, 2014, the New York City Council voted to amend the New York City Earned Sick Time Act (the "Act"), expanding the scope of the law.  As amended, the law will take effect on April 1, 2014.  Click here to review our prior e-alert on this topic.

 

Amendments to the original law include:

 

  • Expanding the coverage of the Act to require employers with five or more employees to provide five days of paid sick leave per calendar year.  Employers with fewer than five employees will need to provide five days of unpaid sick leave.
  • Providing a six-month grace period for employers with between five and nineteen employees, during which civil penalties will not be implemented.  First time violations during the grace period will not serve as a predicate for imposing penalties for subsequent violations occurring on or after October 1, 2014.  However, a second or subsequent violation during the grace period may serve as a predicate for imposing penalties after the grace period ends.
  • Broadening the definition of "family member" to include grandparents, grandchildren and siblings (including half siblings, step siblings, and adopted siblings).
  • Increasing record retention requirements from two to three years.
  • Increasing the time for filing a complaint from 270 days to two years.
  • Granting the Mayor authority to designate an agency other than the Department of Consumer Affairs to enforce the Act.
  • Eliminating the manufacturing industry's exemption from coverage.

 

Nukk-Freeman & Cerra recommends that New York City employers review their sick time/leave policies to ensure compliance with the amended law.

 


Nukk-Freeman & Cerra is available to answer any questions

regarding your sick time/leave policies.   

 

Please contact Katherin Nukk-Freeman or the  

Nukk-Freeman & Cerra attorney with whom you normally work

with any questions about the new law.

 

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