Amendments to the New York City “Earned Safe and Sick Time Act” (ESTA) went into effect on May 5, 2018. Eligible employees under the ESTA will be able to use paid time off for circumstances resulting from the employee or a covered family member of the employee being the victim of family offense matters, sexual offenses, stalking, or human trafficking.

Additionally, New York City employers are required to provide an updated notice of employee rights to employees within 30 days of the effective date, by June 4, 2018. The notice is available here. Further, employers will need to update existing policy language to comply with the “safe time” amendments.

For more information on the amendments, see our articles, New York City Council Expands Earned Sick Time Law to Include Safe Time and Mayor Signs Law Adding Safe Time to NYC Earned Sick Time.

Please contact a Jackson Lewis attorney with any questions about the New York City Earned Safe and Sick Time Act and related employer policies.

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Photo of Richard I. Greenberg Richard I. Greenberg

Richard Greenberg is a principal in the New York City, New York, office of Jackson Lewis P.C. and co-leader of the firm’s National Compliance and Multi-State Solutions practice group. He advises both unionized and union-free clients on a full-range of labor and employee…

Richard Greenberg is a principal in the New York City, New York, office of Jackson Lewis P.C. and co-leader of the firm’s National Compliance and Multi-State Solutions practice group. He advises both unionized and union-free clients on a full-range of labor and employee relations matters.

With respect to traditional labor matters, Rich represents clients in collective bargaining negotiations, labor disputes, grievances and arbitrations, proceedings before the National Labor Relations Board, and in state and federal court. He also advises clients on the legal aspects of remaining union-free. With respect to employee relations matters, Rich has extensive experience assisting clients in numerous industries with the development and maintenance of personnel policies and personnel infrastructures. In this regard, he often works on these issues with clients as business needs and culture change as a result of business transactions, such as mergers and acquisitions.

Photo of Daniel J. Jacobs Daniel J. Jacobs

Daniel J. Jacobs is a principal in the New York City, New York, office of Jackson Lewis P.C. He assists both unionized and union-free employers with a full range of labor and employee relations matters.

Daniel regularly advises clients on compliance with the…

Daniel J. Jacobs is a principal in the New York City, New York, office of Jackson Lewis P.C. He assists both unionized and union-free employers with a full range of labor and employee relations matters.

Daniel regularly advises clients on compliance with the myriad of federal, state, and local employment laws, including the FMLA, FLSA, WARN, state/local wage hour, sick leave laws and related requirements, as well as new legal developments impacting labor and employment policies and practices.

Daniel also assists clients in numerous industries with new hire documents and onboarding processes, the development and maintenance of personnel policies, reorganizations and reductions-in-force, purchase/sale transactions, sexual harassment and other workplace conduct rules, wrongful discharge, and other workplace requirements and related litigation.

With respect to traditional labor matters, Daniel advises and represents clients in collective bargaining negotiations, contingency planning, labor disputes, managing a unionized workforce, grievances and arbitration proceedings before the National Labor Relations Board, and in state and federal courts.