To protect workers in New York City (NYC), the NYC Department of Consumer and Worker Protection (DCWP) enforces several laws, including:
- Mandatory posting requirements (e.g., Know Your Rights at Work)
- Temporary Schedule Change Law
- Paid Safe and Sick Leave Law
- Freelance Isn’t Free Act (see my other post about FIFA)
Compliance: More Than Just a Requirement
While compliance with these laws is mandatory for NYC employers, it is also an opportunity. Compliance is not just about avoiding penalties or legal issues. It’s about creating a mutually beneficial partnership between employers and employees with compatible goals.
When employers comply with labor laws and regulations, they are not only fulfilling their legal obligations but also demonstrating their commitment to their employees. This can lead to:
- Increased job satisfaction
- Improved morale
- Higher productivity
- Greater loyalty
- More frequent innovation
Temporary Schedule Change Law
For example, under NYC’s Temporary Schedule Change Law, employees who work more than 80 hours or 120 days for an employer have a right to temporary changes up to two business days per year for certain “personal events,” such as:
- Child care
- Care for a family or household member with a disability
- A public benefits hearing
- Any use under NYC’s Paid Safe and Sick Leave Law
Occasionally allowing employees flexibility to address conflicting responsibilities, employers can help otherwise good workers find ways to better prioritize, which has lasting impact at home and work.
Paid Safe and Sick Leave Law
Similarly, the Paid Safe and Sick Leave Law gives employees the right to up to 40 or 56 hours of leave a year to care for themselves or anyone they consider family. Whether this is paid leave depends on the number of employees and annual revenue a business has. Regardless, keeping sick employees from infecting other workers and allowing them to recover can benefit everyone in the workplace.
Conclusion
Compliance with labor laws and regulations is not just a legal requirement for employers. It is also an opportunity to create win-win situations for both employers and employees.