As we previously discussed in our earlier blog post, an amendment to the New York City Earned Sick Time Act went into effect on May 5. That amended act, renamed the New York City Earned Safe and Sick Time Act, implements two major changes.
First, the act expands the types of circumstances for which employers must allow employees to use paid time off, which now encompasses “safe leave” related to any situation where the employee or family member of the employee becomes a victim of a family offense, sexual offense, stalking or human trafficking. An employee’s use of paid time off for any of these circumstances is referred to as “safe time.”
The controversy surrounding the validity of employment arbitration agreements with class action waivers has been simmering since at least 2012. Now, with the Supreme Court’s decision in 
As you may know, Massachusetts Governor Charlie Baker signed the Massachusetts Pregnant Workers Fairness Act in July, expanding state protections for pregnant women and new mothers, and setting new rules for employers with six or more employees. Below is a brief synopsis of some of the most important changes that you should know about, and what you should do to prepare for the law’s effective date of April 1, 2018, which will be here before you know it.
On Monday, Nov. 6, newly re-elected Mayor Bill de Blasio signed into law “Intro. 1313-A,” a bill that amends and expands the coverage of New York City’s paid sick leave law. The bill renames the sick leave law as the “Earned Safe and Sick Time Act” (ESTA) and increases the reasons for which an employee is entitled to use paid time off.
A new California law (