Compliance Stuff

  The New York State Clean Slate Act (“Clean Slate Act”) takes effect Saturday, November 16, 2024. Littler   previously summarized   the requirements of the statute when it passed the state legislature and was signed by Governor Hochul last year. In short, to relieve the barriers to employment for persons with criminal convictions, the Clean Slate Act automatically seals misdemeanor and certain felony criminal records, as follows: Misdemeanors are sealed three years from the individual’s release from prison or from the imposition of sentence if there was no incarceration; and Felonies are sealed eight years after release from prison or from the imposition of sentence if there was no incarceration. The Clean Slate Act exempts certain categories of serious offenses, and does not seal the following convictions: Class A felonies (very serious felonies including murder, treason, arson, terrorism kidnapping—excluding certain Class A drug convictions); Sexually Violent Offenses...

  For existing businesses expanding operations into New York State for the first time, there are a myriad of legal idiosyncrasies to navigate. Businesses must proactively identify areas where a different approach is required to be successful (and compliant) in New York. This article is the first of a series intended for businesses trying to understand what sets New York apart from a legal and regulatory perspective. When it comes to employment law, there is no question that New York is a leader in workplace rights and regulations, making it confusing for businesses accustomed to operating in other states. Every year, it seems, there is a new state mandate employers must implement—whether it be a new a new policy to maintain, a new type of leave to offer, or a standard practice that it must avoid. A comprehensive list of differences would fill a book (in fact,  The Essential Guide to New York Employment Law , written by Bond lawyers, is nearly 500 pages), but here is a primer ...