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.
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.
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.
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.
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."