On August 30, Governor David Paterson signed a bill (A. 2563A) into law that amends the New York state civil rights law by prohibiting employers from discriminating against committed same-sex partners in the granting of funeral or bereavement leave. Under the new law, employers that extend to their employees funeral or bereavement leave for the death of an employee’s spouse, or the child, parent or other relative of the spouse, are prohibited from denying the same leave to an employee for the death of the employee’s same-sex committed partner, or the child, parent or other relative of the committed partner. The law defines same-sex committed partners as “those who are financially and emotionally interdependent in a manner commonly presumed of spouses.” The bill is effective October 29, 2010, and New York employers should revise their bereavement policies accordingly.
As of March 21, 2020, U.S. Citizenship and Immigration Services (USCIS) will accept electronically reproduced original signatures in lieu of “wet” signatures on all benefit forms and documents. USCIS implemented the temporary change as a result of the COVID-19 national emergency, and the change only applies to signatures.
On December 6, a bill (A3583) was introduced and referred to the Assembly Labor Committee that would revise the definition section of the Millville Dallas Airmotive Plant Job Loss Notification Act (also known as New Jersey’s “WARN Act”) to significantly broaden the scope of the Act by expanding the definitions of “employer” and “establishment.” First,
Rosen v. Smith Barney, Inc., A-49-07, (N.J. June 25, 2008) — A voluntary deferred compensation plan, in which employees’ contributions from their wages were invested in company stock purchased at a discount, does not violate the State Wage and Hour Law’s restriction on deductions from employees’ wages, despite the fact that the plan provided for