Labor Law For Employment In Queens
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FAQ
Minimum wage increases Effective January 1, 2025, the general minimum wage for hourly workers in New York City, Long Island, and Westchester County is now $16.50 per hour, and the minimum for the remainder of the state is now $15.50 per hour. Employers can expect another increase next year.
For City employees please call the DCAS Employment Verification line at 212-669-1357, option 7, then 1. For Department/Board of Education employees please call 718-935-4000.
We are ready to answer your call and help with filing a new UI claim, giving updates on a new or existing UI claim or if you have a specific questions about your claim. For questions about your UI claim, call our Telephone Claims Center Monday through Friday, 8 a.m. to 5 p.m. at 888-209-8124.
We are ready to answer your call and help with filing a new UI claim, giving updates on a new or existing UI claim or if you have a specific questions about your claim. For questions about your UI claim, call our Telephone Claims Center Monday through Friday, 8 a.m. to 5 p.m. at 888-209-8124.
The Legal Hotline phone number is: 212-626-7383. The Legal Hotline is staffed by attorneys who assist low-income callers on a range of civil legal issues, including housing law and debt collection.
File Workplace Complaint File Complaint Online. You can use DCWP Online Services to file a complaint about. File Complaint by Email or Mail. Minimum Wage and Overtime Complaints. Request for Assignment. Court Case or Arbitration Notification Form. Call or Email Us.
For any questions you may have call 888 - 4 - NYSDOL.
When a New York City employer rounds up or down in 15-minute increments, the employer must cut off rounding down at 7 minutes. For example, if the employee works between 8 to 15 minutes, the employer must round the employee's time up to the next fifteen minutes.
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.
