What Posters Are Required In The Workplace In New York

Protecting New York Workers From Airborne Diseases

New York Governor to Unvaccinated Health Workers: ‘Do the Right Thing’

On May 5, 2021, Governor Andrew Cuomo signed the New York Health and Essential Rights Act into law. The law mandates extensive new workplace health and safety protections in response to the COVID-19 pandemic. The purpose of the NY HERO Act is to protect employees against exposure and disease during a future airborne infectious disease outbreak.

Under this new law, the New York State Department of Labor , in consultation with the NYS Department of Health, has developed a new Airborne Infectious Disease Exposure Prevention Standard, a Model Airborne Infectious Disease Exposure Prevention Plan, and various industry-specific model plans for the prevention of airborne infectious disease. Employers can choose to adopt the applicable policy template/plan provided by NYS DOL or establish an alternative plan that meets or exceeds the standards minimum requirements.

The airborne infectious disease exposure prevention plans must go into effect when an airborne infectious disease is designated by the New York State Commissioner of Health as a highly contagious communicable disease that presents a serious risk of harm to the public health.

Order your HERO Act Poster here.

Can New York Essential Employers Require Their Employees To Report To Work While The On Pause Order Is In Effect

It depends on the employee and nature of the job position. Even employees who work for an essential business may not be forced to report to a worksite if: they do not perform an essential function their employer is making them report to a worksite when their job could be performed at home their employer is not following health and safety mandates or they have particular concerns because they are over 70 years of age and/or have an underlying illness. Employees who are forced to report to an essential workplace in violation of these conditions have grounds to file a complaint with the New York State Department of Labor.4

Workplaces Covered By The Occupational Health And Safety Act

All workplaces covered by the

Employers are no longer required to post the employment standards poster in the workplace.

This poster:

describes important rights and requirements under the Employment Standards Act
must be provided to employees who are covered by the ESA within 30 days of their date of hire
is available in multiple languages

You can:

order hardcopies from ServiceOntario Publications

How We Can Help

We have developed many customizable resources to support employers efforts in safely returning to work. These include tracking of state and local orders on vaccine restrictions, return to work requirements policy templates and guidelines for key topics such as vaccine mandates, mask requirements, and handling accommodation requests. If you need assistance with any of these issues, our lawyers stand ready to help. Please contact the authors of this LawFlash, or your primary Morgan Lewis contact.

Workplace Posters Of Special Interest To Federal Contractors:

2020 New York State and Federal Labor Laws Poster

Revised: April 2009

Check out the FirstStep – Poster Advisor for the “Notification of Employee Rights Under Federal Labor Laws” Poster which provides access to short descriptions of DOL poster requirements and links to printable posters.

Who Must Post: Federal contractors and subcontractors must post the employee notice conspicuously in and around their plants and offices so that it is prominent and readily seen by employees. In particular, contractors and subcontractors must post the notice where other notices to employees about their jobs are posted.

Additionally, federal contractors and subcontractors who post notices to employees electronically must also post the required notice electronically via a link to the OLMS website. When posting electronically, the link to the notice must be placed where the contractor customarily places other electronic notices to employees about their jobs. The link can be no less prominent than other employee notices. Electronic posting cannot be used as a substitute for physical posting.

Where a significant portion of a federal contractor’s or subcontractor’s workforce is not proficient in English, they must provide the employee notice in languages spoken by employees. OLMS will provide translations of the employee notice that can be used to comply with the physical and electronic posting requirements.

For more information about OLMS Federal Labor Laws, please visit: www.dol.gov/agencies/olms/poster/labor-rights-federal-contractors

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Employment Law Compliance And Posters

Below is a list of both New York State and Federal Employment Law posters local churches, as employers, are required to post conspicuously at their worksite for all employees to see, along with several other documents referring to employment compliance regulations.

New York State Employment Law Posters

Disability Insurance Notice of Compliance
Workers’ Compensation Insurance Notice of Compliance
Unemployment Insurance Notice to Employees – IA 133
NYS Clean Indoor Act
NYS Minimum Wage. For more information on NYS Min. Wage laws .

New York State Employment Law Compliance Documents

EEOC for Small Business Owners
U.S. Citizenship and Immigration Services: Form I-9, Employment Eligibility Verification – All employers are required to complete an I-9 form for employees within 3 days of being hired, which includes verification of documents proving identification and authorization to work in the United States. to obtain a copy of the newly revised I-9 Employment Eligibility Verification Form, Instructions on how to complete Form I-9, and a list of approved documents.

Note 1: To obtain a copy of your Certificate of Disability Insurance – please contact Tracy Rickett, Human Resources Generalist, at 898-2017 or email at or Suzannah Emerson at .

Note 2: To obtain a copy of your Workers Compensation Insurance Notice of Compliance, please contact Brotherhood Mutual at 1-800-326-7200 or

NYS Dept. of Labor 485-8589 485-8010

Agc Nys Jobsite Safety Handbook For New Yorks Construction Industry

AGC NYS prepared this pocket-size guide to assist New York States construction industry in achieving an accident-free environment. The guidelines listed in the book are based on OSHAs construction industry standards. It is not intended to be an all-inclusive list, but simply a synopsis of the items most commonly overlooked on the jobsite. Available in English and Spanish versions. The jobsite handbook has recently been updated and the new edition is now available. Please click here for an order form.

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New York Labor Law Posters

Employers are required to display both state and federal labor and employment posters. This means that employers must post certain notices in their workplaces so employees have access to information about the applicable labor laws. These posters, also known as workplace postings or workplace compliance posters, can be downloaded for free from our website.

The type of posters you are required to post will be determined by:

The nature of your business
The number of employees
The primary language spoken by your employees
Whether you employ people with disabilities
Whether you employ minors

All notices must be posted in a conspicuous place so that they can be seen and read by employees. Failure to post notices can result in stiff penalties and possible fines.

Don’t forget to visit our federal poster page to see if you require additional federal posters specific to your organization.

What Employee Benefits Issues Should Employers Consider When Employees Return To Work

New York City introduces new vaccine mandates

Depending on whether an employee was furloughed or terminated and rehired, and the length of any furlough and/or termination, an employer will need to consider whether an employee is considered a “new hire” or a “rehire” under various employee benefit plans and policies . For example, this may affect 401 plan vesting, service credit, deferral elections, and automatic enrollment procedures. As another example, this may affect whether an employee can immediately rejoin an employer’s group health insurance plan or will be subject to a waiting period. Employers should carefully review the terms of all benefit plans and policies, as well as the specifics of how an individual was treated during any period of furlough or layoff and the length of such time period, in addressing benefits coverage and related issues for returning employees.

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Make Sure Your Jobsites Are In Compliance

AGC NYS has many safety products to help keep your jobsite compliant and inform workers of safety practices and procedures.

For more information on Safety Services or specific training needs please contact Jim Redmond if you are located in Utica 585-370-1853 or west or Dennis Kiefer if you are East of Utica or Downstate 518-456-1134.

Office Of Labor Policy & Standards

DCAs Office of Labor Policy & Standards serves as the Citys focal point for labor issues and workers in New York City, giving a dedicated voice in City government to the issues facing workers in New York City. OLPS enforces key municipal workplace laws, conducts original research, and develops policies that are responsive to an evolving economy and issues affecting workers in New York City, particularly people of color, women, and immigrants.Learn about your responsibilities on these workplace laws:

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What Steps Should Be Taken To Recall Employees From A Furlough

Furloughed employees that have remained on payroll may return to their prior position at the same pay rate that was in place before the furlough, and with the same benefits. These employees do not need to go through the re-hiring process, but we recommend documenting the return to work with a formal letter confirming their pay rate and benefits. If there is a unionized workforce, employers should check collective bargaining agreements to see what obligations are triggered by recalling the employees from furlough. If an employer wants to recall employees but at a reduced pay rate and/or reduced benefits, this may be permissible, but the employer should comply with New York State’s advance notice requirement and consider whether there are any applicable contractual restrictions on such a reduction. Employers should also ensure that any such reductions are implemented in a manner that does not violate federal, state, and local anti-discrimination laws.