Royal

We Know Business Matters

The Royal Law Firm is a woman-owned law firm

that exclusively represents and counsels businesses

throughout the New England states and New York.

Women in Labor

Latest Blog Posts

Paid Prenatal Leave Law Guidance Issued by NY Department of Labor

December 18, 2024
New York state expanded their Paid Safe and Sick Leave, becoming the first state to provide paid prenatal leave. Effective as of January 1, 2025, all private employers are required to provide each of their employees with 20 hours of paid prenatal leave during any 52-week calendar year. This time can be used for services related to the employee’s pregnancy, including the following healthcare services: Physical examinations Testing Monitoring Medical procedures Discussions with healthcare providers The following guidelines were issued by the New York State Department of Labor (DOL) relative to this new Paid Prenatal Leave law. Prenatal leave is available to all private sector employees regardless of employer size, and regardless of full/part-time or overtime exempt/non-exempt status Prenatal leave cannot be used by spouses or partners of the pregnant individual Prenatal leave law applies to fertility treatment appointments and end-of-pregnancy care appointments, but cannot be used for any post-natal or postpartum appointments Employees can use their 20 hours of Paid Parental Leave in addition to other available leave options, including New York State Sick Leave Law Employers are not required to provide more than 20 hours of Paid Parental Leave, but may do so if they wish Employers cannot ask employees to submit medical records or medical documents, or disclose any confidential information about any health conditions Employees are not required to but are encouraged to give advance notice of leave under this act; employers can request medical records and documentation in relation to a leave request. Employers are not required to pay unused leave upon separation of employment. New York state employers should review and update their leave policies with the Paid Prenatal Leave Law prior to January 1, 2025 to ensure compliance. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.

NLRB Rulings Limit Employer Communication to Employees Regarding Unionization

December 11, 2024
The National Labor Relations Board (NLRB) made a ruling on November 8, 2024, stating that employers can no longer warn employees generally that strain or negative impact on their relationship with management would be an effect of unionizing. The precedent set in the 1985 Tri-Cast decision was overturned by this ruling. Under the Tri-Cast ruling, it was found that it was lawful for employers to make statements generally estimating the negative impact that unionization would have regarding an employee’s ability to address any issues directly with their employer. Employers are now advised to steer clear of any union communications to employees that could be perceived by an employee as threatening in any way in regard to unionization and its possible effects. Further, the NLRB made a related ruling on November 13, 2094, that held that captive audience meetings, i.e. meetings in which the employer expresses its views of unionization, are violative of existing labor law. This prohibition exists regardless of whether the meeting will support or oppose unionization. However, employers can still have these meetings if the employer 1) notifies employees that the meeting will discuss the employer’s views on unionization, 2) that attendance is voluntary and that employees will not be subject to discipline for not attending or remaining at the meeting, and 3) no records of attendance will be kept. Both of these rulings only apply to future cases in front of the NLRB. If your business has any questions on this topic or any other matters, please do not hesitate to contact the attorneys at The Royal Law Firm at 413-586-2288.
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The Royal Law Firm is a woman-owned law firm that exclusively represents and counsels businesses throughout the New England states and New York. We know business matters because representing businesses is all we do. Our attorneys have received local, regional, and national recognition for their leadership and professional excellence. We have earned the confidence of highly sophisticated clients through our preventive work as well as our dedication to aggressive representation when disputes arise.

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