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Westchester

Presentations from the Lower Hudson Valley Adv. Mfg & Energy Bus Tour for Educators

Below are links to PDF versions of the presentations from the Lower Hudson Valley Advanced Manufacturing & Energy Bus Tour for Educators

Westchester Community College Presentation

Safe Flight Business Presentation

Safe Flight Engineering Presentation

Magnetic Analysis Corp Presentation

Con Edison Entry Level Opportunities School Presentation

Southern Westchester BOCES Presentation

PDFs of the handouts from the event

Employment Guide for Advanced Manufacturing in New York’s Lower Hudson Valley

Advanced Manufacturing in New York’s Lower Hudson Valley

Energy & Utility Employment in New York’s Lower Hudson Valley

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Westchester County Paid Sick Time Law Going into Effect April 10, 2019

From Greenwald Doherty LLP

As you may have heard, paid sick leave laws are already in place in a number of states, cities and counties, and new paid sick time laws are continuing to emerge. Westchester County is one of the latest jurisdictions to enact such a law. The new law will go into effect on April 10, 2019. Similar to the New York City paid sick time law, all full-time and part-time employees who work more than 80 hours per year in Westchester County are eligible to earn sick leave. For employers with five or more employees working in Westchester County — regardless of where the employer is based — this sick time must be paid.

Particularly challenging for employers is the fact that each sick leave law has its own distinct requirements, including that employers provide specific notices to employees, along with recordkeeping and policy requirements. Failure to comply with these requirements could result in significant penalties. The Westchester County law, for example, provides employees with a private right of action and the ability to recover back pay, attorneys’ fees and other monetary and non-monetary relief.

Please tune into our Webinar for a discussion of paid sick time laws and how employers can ensure compliance with the laws’ requirements.

Webinar with Speaker Jasmin J. Farhangian, Partner, Greenwald Doherty LLP

DATE: Thursday, April 4, 2019

TIME: 1:00 pm – 1:30 pm            

REGISTER NOW

 

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Ban the Box: Westchester County Passes Legislation Prohibiting Conviction History Questions on Job Applications

By: Jacqueline A. Smith, from Bond, Schoeneck & King PLLC, a Council of Industry Associate Member

Following the trend of other counties and municipalities throughout New York State who have adopted “fair chance” or “ban the box” legislation, the Westchester County Board of Legislators passed a local law on December 3 which would prohibit employers from inquiring about an applicant’s criminal conviction or arrest record in employment applications. The law, which will go into effect 90 days after it is signed by the County Executive, also bans employment advertisements, solicitations, or publications containing any “limitation, or specification in employment based on a person’s arrest record or criminal conviction.”

Earlier this year, County Executive George Latimer signed an Executive Order that banned criminal conviction questions on any applications for employment with the County government. The County Executive’s office released a statement confirming that he intends to sign this legislation that will extend the prohibition to other employers within the County as well.

Unlike New York City’s “ban the box” law that prohibits any inquiries relating to an applicant’s criminal history until after a conditional offer of employment has been extended, the Westchester County law explicitly allows an employer to make such inquiries after the employee submits his/her employment application. However, the Westchester County law reiterates the employer’s obligation to perform an analysis of the applicant’s criminal record and other factors under New York State Correction Law Article 23-A before taking any adverse employment action based on the applicant’s criminal history.

Notably, this law does not apply to applications for employment as a police officer, peace officer, or at a law enforcement agency, as statutorily defined and referenced in the law. The law also does not apply to “any actions taken by an employer pursuant to any state, federal or County law that requires criminal background checks for employment purposes or bars employment based on criminal history.”

Employers located within Westchester County should take this opportunity to review their employment applications to ensure that they do not contain any questions related to an applicant’s criminal conviction or arrest record.

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