Experience Dedication Wisdom
For more than a century, Clifton Budd & DeMaria has represented management in labor and employment law matters. We provide management with legal services related to all aspects of the employer-employee relationship. We are committed to providing the highest quality legal services to all clients. We work closely with them to help solve their problems and attain their business objectives.
Recent Developments
NYC Publishes Required Sick Leave Notices
We previously notified you that New York City had passed a law that requires New York City employers with five or more employees to provide at least five days of paid sick leave to employees. The law goes into effect on April 1, 2014.
Confidentiality Policies Continue to be Challenged
In recent years, the National Labor Relations Board (NLRB) and federal courts have ruled that employer confidentiality policies that prohibit employees from copying, discussing or disclosing their compensation, benefits or working conditions are illegal. The latest case in point is a March 24, 2014 decision by the United States Court of Appeals for the Fifth Circuit involving Flex Frac Logistics.
Union-Free Employers Facing New Challenges
In years gone by, union organizing took on a familiar tone. Organizers distributing leaflets near parking lots. Employees discussing authorization cards during break periods. While such traditional tactics continue to be used, unwary employers may be surprised at the rapidly changing organizing environment.
ACA Pay-or-Play Mandate Eased for 2015
The IRS has issued final regulations on the Pay-or-Play Mandate, which requires certain employers to offer affordable health care coverage with minimum value to their employees or pay a penalty. The regulations impose obligations on employers with 50 or more employees. Employers with less than 50 full-time employees are exempt from the requirements of the Pay-or-Play Mandate.
NYC Employers Now Required to Notify of Pregnancy Rights
Last year, New York City amended its Human Rights Law to require most New York City employers to reasonably accommodate pregnant workers. The amended law also requires covered employers to give all newly hired workers written information about their rights under the law beginning on January 30, 2014.