Wolf Schuchert


P 212.216.1183   F 212.216.8001


Wolf Schuchert


P 212.216.1183   F 212.216.8001   wschuchert@tarterkrinsky.com

Wolf Schuchert is a paralegal in the Labor and Employment practice. They assist attorneys with wage and hour compliance, including prevailing wage rates, fringe benefits, overtime pay, employee classification, fund contributions and payroll reporting forms. Wolf also provides support with wage and hour investigations.

  • Tufts University, School of the Museum of Fine Arts, B.S./B.F.A., 2015

Favorite Book:
Men Explain Things to Me, by Rebecca Solnit

Last Read:
Calypso, by David Sedaris

Favorite Movie:
2001: A Space Odyssey

  • Employers of Home Health Aides Can Sleep Easy Tonight – the “13-Hour Rule” Has Been Upheld!

    Home health aides are often hired through a health care agency to work 24-hours shifts caring for elderly or infirm family members. But what about the law requiring employers to pay overtime where an employee works more than 40-hours in a workweek? The New York State Department of Labor's (DOL) "13-hour rule" has been standard in the home health care industry since at least March 2010, when the DOL issued an opinion letter on this issue. The DOL opined that home health aides working 24-hour "live-in" or "sleep-in" shifts need only be paid for 13 working hours as long as they receive three hours for meals and an eight-hour sleep period, five hours of which must be uninterrupted, during each shift.

  • Are Some Salaried Employees Earning $100,000+ per Year Entitled to Overtime? "Yes," Says the U.S. Department of Labor

    The U.S. Department of Labor (DOL) has just proposed new overtime rules to replace those that were presented during the Obama administration, but frozen by the courts after the 2016 election. Since this new story broke, much has been written about it in the media. But most reports have buried the lead.

  • Employer Action Required: New Posting Requirements in NYC for Anti-Sexual Harassment Act

    The New York City Commission on Human Rights (NYCCHR) has just published the anti-sexual harassment notice and fact sheet that employers are required to implement by September 6, 2018. As a reminder, these requirements are part of the new "Stop Sexual Harassment in NYC Act," a legislative package aimed at combatting workplace sexual harassment. Here's what NYC employers need to know about it.

  • Work Scheduling Rules Just Got More Complicated for Employers in NYC

    Int. 1399-A, titled, "Temporary Changes to Work Schedules for Personal Events and Protections from Retaliation for Making Schedule Change Requests,” amended New York City’s Fair Workweek Law to allow employees to request temporary changes to their schedules for personal events without fear of retaliation. The amendment is effective as of July 18, 2018, or upon expiration of an existing collective bargaining agreement. Here's what employers need to know about the new scheduling rules.

  • New Jersey Employers: Are Your Independent Contractors Properly Classified? It's Time to Make Sure.

    On May 3, 2018, Governor Phil Murphy signed Executive Order No. 25, establishing a Task Force on Employee Misclassification. The Task Force, which must meet, organize and commence work as soon as possible, was created to address New Jersey employers' misclassification of employees as independent contractors.

  • New Jersey Employers Must Take Immediate Action in Anticipation of the State's New Equal Pay Law

    During the past few months, New Jersey has taken several leaps forward in the realm of labor and employment law, arguably solidifying its spot amongst the leaders in the recent push for increased employee protections. Perhaps the most significant of these moves was Governor Phil Murphy's enactment of the Diane B. Allen Equal Pay Act on April 24, 2018, to go into effect on July 1, 2018.

  • Employer Action Required: Revised Notice of Employee Rights for NYC's Earned Safe and Sick Time Act

    As we discussed in a previous alert, New York City's updated Earned Safe and Sick Time Act, which revised New York City's existing paid sick leave law to include coverage for "safe" leave, took effect on May 5, 2018.

  • Reminder About Important Changes to NYC Earned Sick Time Law Effective May 5

    Beginning on May 5, 2018, all employees eligible for paid sick time in New York City will also be able to use such paid time off for "safe" time under the renamed Earned Safe and Sick Time Act (the Act). Employees do not earn more paid time off. The Act simply expands the situations for which employees can use their earned time. Safe time may now be used to address the health, safety and financial repercussions that employees or their family members may face due to family offenses, sexual offenses, stalking or human trafficking.

  • Sexual Harassment: Recent Amendments Create Significant New Requirements For New York Employers

    On April 11 and 12, 2018, the landscape surrounding sexual harassment claims was rewritten by major amendments to applicable New York State and New York City law. Many of the measures mirror legislation that has been introduced in other states and cities as part of a nationwide push in response to the #MeToo movement and the subsequent increased dialogue around workplace sexual harassment. New York is at or near the forefront of this movement, and employers need to take action to remain compliant with their new legal obligations.

  • What the Earned Safe and Sick Time Act Means for New York Employers

    On November 6, 2017, New York City Mayor Bill de Blasio signed into law an amendment to the NYC Earned Sick Time Act, expanding coverage to New York City workers to now include paid "safe time."

  • Tufts University, School of the Museum of Fine Arts, B.S./B.F.A., 2015

Wolf Schuchert

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