Jamie Moelis

Dec 5, 2024 | jdsupra.com | Jamie Moelis |Lindsay Stone |Margaret Yanulis

Beginning on January 1, 2025, all New York employers will be required to provide eligible employees with 20 hours of paid prenatal leave (“Paid Prenatal Leave”) during any 52-week period for health care services during or related to their pregnancy. The law was initially passed in May 2024 by Governor Kathy Hochul, and amends New York Labor Law § 196-b, the state’s Paid Sick and Safe Leave law.

Dec 5, 2024 | mondaq.com | Lindsay Stone |Jamie Moelis |Margaret Yanulis

Beginning on January 1, 2025, all New York employers will be required to provide eligible employees with 20 hours of paid prenatal leave ("Paid Prenatal Leave") during any 52-week period for health care services during or related to their pregnancy. The law was initially passed in May 2024 by Governor Kathy Hochul, and amends New York Labor Law § 196-b, the state's Paid Sick and Safe Leave law.

Dec 4, 2024 | natlawreview.com | Daniel Cody |Cassandra L. Paolillo |Lindsay Stone |Jamie Moelis

Skip to main content December 04, 2024 Volume XIV, Number 339 Legal Analysis. Expertly Written. Quickly Found.

May 3, 2024 | mondaq.com | Ian Carleton Schaefer |Jamie Moelis

Effective as of March 20, 2024, New York City law permits "any person" to initiate a private right of action for violations of the Earned Safe and Sick Time Act ("ESSTA"). The new law amends Section 20-924 of the New York City Administrative Code and allows employees to file a lawsuit alleging a violation of ESSTA within two years of the date the employee knew or should have known about the alleged violation.

Apr 30, 2024 | lexology.com | Ian Carleton Schaefer |Jamie Moelis

Effective as of March 20, 2024, New York City law permits “any person” to initiate a private right of action for violations of the Earned Safe and Sick Time Act (“ESSTA”). The new law amends Section 20-924 of the New York City Administrative Code and allows employees to file a lawsuit alleging a violation of ESSTA within two years of the date the employee knew or should have known about the alleged violation.