Employment Law News And Analysis

Many small companies might not think that they need an employee handbook. With only a few employees, they can discuss policies in person easily enough and be flexible about some things like working from home or taking time off. However, that is not sustainable as a company grows and, even at a small size, a handbook with well-documented policies and procedures can protect businesses in the event that a problem occurs with even one employee down the road.

As explained by Paycor, a provider of human resources software, a good employee handbook protects employers and clarifies expectations for both employers and employees, ideally preventing potential problems caused by interpretation or misunderstandings. It can also help create and communicate the culture that a company has or wants to build and strengthen. A business' employees can be their biggest brand ambassadors so this can be very useful.

Like most working professionals in New York, you likely take your attendance in the workplace very seriously, and avoid missing work as much as you are able. Yet life often presents situations where having to take time away from work is unavoidable. Typically, such situations are due to family or medical issues involving you or members of your immediate. Your fears about having to miss work for an extended period of time are not unwarranted; many of those that come to us here at Raff & Becker, LLP share the same concerns. You will be happy to learn, however, that your employment status may be protected under the Family and Medical Leave Act. 

This particular piece of federal legislation prevents your employer from firing you if you need to take time away from work to deal with a family or medical issues. FMLA allows you to take up to 12 weeks of unpaid leave (every calendar year) in order to accommodate a pregnancy, adopt a child, deal with a serious medical condition or provide care to family member that is dealing with their own medical problem. These weeks of leave can be taken consecutively or broken up throughout the year. Upon returning to work, your employer must allow you to either resume the same position or provide you with a job that is similar to your pervious one in terms of pay, conditions and responsibilities. 

New York State and New York City have new laws to battle sexual harassment in the workplace. If you are an employer doing business in New York State or in New York City, you need to be aware of your obligations under both state and city law and comply with their requirements to avoid fines and other potential liability. If you are an employee, you should be aware that your right to be free from sexual harassment in the workplace has been expanded.

Sexual harassment in the workplace is prohibited by federal, state, and New York City laws. However, the laws differ in significant ways.