Wolf Schuchert is a paralegal in the Labor and Employment Practice at Tarter Krinsky & Drogin LLP. 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.
What’s on my iPod:
The Beatles, a lot of folk music, Lady Gaga, and an odd assortment of everything else.
What I do in my spare time:
I am interested in everything film photography. I also love playing rugby, but will play any sport as long as it involves contact.
Favorite movie/TV character:
Star Wars forever.
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.
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.
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."