On March 12, 2021, New York passed a new law requiring all New York employers to provide up to four (4) hours of paid leave for the purposes of receiving the COVID-19 vaccine. New York is the first state to implement paid leave specifically limited to time spent getting vaccinated. The law is effective as of March 12, 2021, and the law’s leave entitlement is set to expire on December 31, 2022. In addition to paid leave, the law prohibits employers from retaliating against employees who request or take vaccination leave, or otherwise exercise their rights under the new law.

Read full post on Coronavirus (COVID-19): Guidance for Businesses.

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Photo of Jill L. Ripke Jill L. Ripke

Jill Ripke defends companies in employment and independent contractor class action matters dealing with claims relating to independent contractor status, misclassification, unpaid overtime, unpaid meal and rest breaks, and unpaid off-the-clock work.

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Photo of Brittany Sachs Brittany Sachs

Brittany Sachs is a litigator representing employers in a range of employment matters, including discrimination, harassment, retaliation, and wage-and-hour disputes. Her experience includes class actions, representative actions, and single-plaintiff cases in state and federal courts and arbitrations. She also has represented employers in…

Brittany Sachs is a litigator representing employers in a range of employment matters, including discrimination, harassment, retaliation, and wage-and-hour disputes. Her experience includes class actions, representative actions, and single-plaintiff cases in state and federal courts and arbitrations. She also has represented employers in response to charges filed with administrative agencies, including the Equal Employment Opportunity Commission (EEOC).

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Photo of Sara Davey Sara Davey

Sara Whaley (Davey) helps clients navigate a diverse range of labor and employment law issues, from preventative counseling and policy development to defending clients at the federal, state, and administrative level.

Sara provides strategic advice to employers on workplace issues, such as employee

…

Sara Whaley (Davey) helps clients navigate a diverse range of labor and employment law issues, from preventative counseling and policy development to defending clients at the federal, state, and administrative level.

Sara provides strategic advice to employers on workplace issues, such as employee discipline and termination, disability accommodation requirements, requests for leave, employment and severance agreements, and discrimination and harassment investigations. Her guidance to employers also encompasses implementation of wage and commission structures, hidden liabilities of temporary workers and independent contractors, and legal developments relating to cannabis laws. Sara counsels clients on developing employment policies and employee handbooks, including ones that cover multiple jurisdictions, that fit the culture of the client. She also provides labor and employment law support on diligence in mergers and acquisitions for public organizations and private companies.

As an experienced litigator, Sara has successfully defended all types of labor and employment claims. She has substantial experience in all phases of litigation, including several successful summary judgment motions relating to retaliatory discharge, Illinois Whistleblower Act, First Amendment retaliation, sexual harassment, and Title VII and Section 1981 discrimination claims, as well as jury trial experience relating to Americans with Disabilities Act and sexual harassment claims. Sara also regularly protects client interests before the U.S. Equal Employment Opportunity and other state workforce agencies.

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