Robert A. Marsico
Partner
201-896-7165 rmarsico@sh-law.comAuthor: Robert A. Marsico|January 14, 2015
New York employers can cross one administrative “to-do” off their lists for 2015. With very little time to spare, New York Governor Andrew M. Cuomo signed into law amendments to the Wage Theft Prevention Act on December 29, 2014, which amendments were originally passed by the New York legislature last summer. The practical effect is that New York employers will not be required to deliver annual wage notices to their workers before February 1 each year.
The Wage Theft Prevention Act requires New York employers to provide certain wage-related information to employees, including the employee’s rate of pay, how the employee’s pay is calculated, and the employee’s regular payday. The law originally required employers to give written notice of wage rates to all employees by February 1 of each year.
Although the newly signed amendments relieve New York employers of a burdensome record keeping obligation, the notification requirement will still apply to new hires, and the Wage Theft Prevention Act’s document retention requirements remain in place. In addition, the amendments also impose other changes that could lead to increased liability.
As we have previously noted on this blog, wage violations can be costly. Employers are reminded to keep accurate records and regularly review their policies and procedures to ensure compliance with state and local law.
Are you a New York employer who has been directly affected by the changes to the Wage Theft Protection Act? Feel free to leave a comment below.
Partner
201-896-7165 rmarsico@sh-law.comNew York employers can cross one administrative “to-do” off their lists for 2015. With very little time to spare, New York Governor Andrew M. Cuomo signed into law amendments to the Wage Theft Prevention Act on December 29, 2014, which amendments were originally passed by the New York legislature last summer. The practical effect is that New York employers will not be required to deliver annual wage notices to their workers before February 1 each year.
The Wage Theft Prevention Act requires New York employers to provide certain wage-related information to employees, including the employee’s rate of pay, how the employee’s pay is calculated, and the employee’s regular payday. The law originally required employers to give written notice of wage rates to all employees by February 1 of each year.
Although the newly signed amendments relieve New York employers of a burdensome record keeping obligation, the notification requirement will still apply to new hires, and the Wage Theft Prevention Act’s document retention requirements remain in place. In addition, the amendments also impose other changes that could lead to increased liability.
As we have previously noted on this blog, wage violations can be costly. Employers are reminded to keep accurate records and regularly review their policies and procedures to ensure compliance with state and local law.
Are you a New York employer who has been directly affected by the changes to the Wage Theft Protection Act? Feel free to leave a comment below.
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