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March 31, 2026
In today’s constantly shifting employment law landscape, a carefully drafted Employee Handbook is central to mitigating risk while also providing a clear reference point for employees and leadership.
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Beginning April 18, 2026, employers throughout New York State will be prohibited from requesting or using an applicant’s or current employee’s consumer credit history when making employment decisions.
Rebecca Nathanson had a busy March 2026, keeping on top of the latest in innovation, design, risk and compliance for the construction industry. As part of her practice, Rebecca prioritizes being at the forefront of industry developments so she can deliver employment and labor law counsel that aligns with actual job site realities. International Institute […]
Book Law LLP recently hosted a webinar focused on the legal essentials for ABA (Applied Behavioral Analysis) therapy providers. We provided practical, real-world guidance on how employers can proactively manage risk and stay ahead of evolving employment regulations in a rapidly growing industry. Book Law LLP Associate Charlotte Pramer and Partner Sheryl Galler led the […]
March 3, 2026
New York and New Jersey now require most for-profit and non-profit private employers to provide retirement savings programs.
February 25, 2026
For the past several years, New York State (NYS), New York City (NYC), and New Jersey (NJ) have required employers to provide job-protected sick/safe leave to their employees.
February 24, 2026
Here is a quick recap of new employment laws in New York and New Jersey that are going into effect this year.
In December 2025, the NYC Council overrode former Mayor Adams’ veto and enacted the Aland Etienne Safety & Security Act.
As we previously reported, on December 19, 2025, New York State Governor Kathy Hochul signed into law the Trapped at Work Act.
As we previously reported, significant changes to the New York City Earned Sick and Safe Time Act (ESSTA) took effect on February 22, 2026.
On January 23, 2026, New Jersey Governor Mikie Sherrill issued Executive Order No. 7, which places a 90-day pause on most new and pending state regulations.
At the start of the year, the U.S. Department of Labor (DOL) issued several opinion letters addressing wage and hour issues, including important clarifications on how employers must calculate overtime.
