State Specific Employment Laws For New York In Nassau
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Hours, wages and supplements. 1. Eight hours shall constitute a legal day's work for all classes of employees in this state except those engaged in farm and domestic service unless otherwise provided by law.
Note: New York State Law protects a current or former employer when they provide truthful information (i.e., facts, not opinions) about an employee's job performance to someone who is in the position to make an employment decision regarding that employee.
Provisions in contracts prohibiting discrimination on account of race, creed, color or national origin in employment of citizens upon public works.
New York City's Labor Law 200, applying to laborers such as construction workers, describes the duty of employers and construction site owners “to protect the health and safety of employees” by assuring them of “reasonable and adequate protection” for any type of work they have been hired to perform.
Section 190(4) of the New York State Labor Law defines a “manual worker” as “a mechanic, workingman or laborer.” It has been the long-standing interpretation of this Department that individuals who spend more than 25% of working time engaged in “physical labor” fit within the meaning of the term “manual worker.” ...
An employee who usually works outside New York State but occasionally comes into New York State for work is likely not considered a New York State employee. An employer that is located outside of New York State does not need to cover employees who live in New York State but work outside of New York State.
New York is an at-will employment state, meaning that either the employee or employer may terminate an employment arrangement at any time so long as the termination is not contrary to law. Murphy v. American Home Prods. Corp., 448 N.E.2d 86, 89 (N.Y. 1983).
New York City's Labor Law 200, applying to laborers such as construction workers, describes the duty of employers and construction site owners “to protect the health and safety of employees” by assuring them of “reasonable and adequate protection” for any type of work they have been hired to perform.
While New York City employment laws primarily protect workers within the city's limits, there are situations where out-of-state workers can also be covered. Factors such as the employer's location, the nature of the work, and specific contract agreements all play a role in determining whether NYC laws apply.
