Compliance Stuff

  The deployment of National Guard and other military personnel is at its highest rate in almost 20 years, and there’s a likely chance that one or more of your employees will miss time from work because of military service in the near future . But did you know that federal law creates obligations that go well behind what you might expect from typical worker protection statutes? If you’re not familiar with the Uniformed Services Employment and Reemployment Rights Act (USERRA), or you need a refresher, this Insight will provide you with a solid overview of the law and your responsibilities. Why Now?   According to recent data from the Bureau of Labor Statistics, employers reported over 90,000 instances of workers missing at least a week of work because of military deployments or other civil service during the first eight months of the year. That doubles last year’s numbers and marks the highest level since 2006 during the Iraq and Afghanistan conflicts. The reason for this spik...

When President Donald Trump sent National Guard troops to Los Angeles and Washington, D.C., in recent months, some private employers faced unplanned leaves of absence. Here are some considerations for employers to keep in mind when employees take military leave. Quick Hits The Trump administration has deployed troops to Los Angeles and Washington, D.C ., in recent months, and the president has named four more cities where he intends to deploy troops. Employers must provide job-protected leave to service members who are called to military duty. Domestic deployments for natural disasters or other emergencies may impact private employers with regard to their staffing levels, compensation costs, and employee benefits administration. In June 2025, President Trump deployed about 4,700 National Guard soldiers and U.S. Marines to Los Angeles to support federal immigration enforcement. On August 11, 2025, President Trump  deployed  about 800 National Guard soldiers to Washington, D.C.,...

  Employers in New York State and New York City face unique challenges given all the new workplace laws that are passed each year – and 2024 was no different. Indeed, multiple bills were enacted in the past year that will raise the workplace compliance stakes for the year ahead. Let’s take a closer look at the key laws that took effect in 2024 or are set to take effect in 2025, as well as new legislation that may be on the horizon. Minimum Wage and Other Compensation Laws Minimum wage increases -   New York State’s minimum wage increase d   from $16 to $16.50 for workers in New York City, Long Island, and Westchester. The minimum wage for the rest of the state increased to $15.50. These increases took effect on January 1. Minimum wage will continue to increase incrementally over the next few years, reaching $17 per hour in certain parts of the state by January 1, 2026 . Thereafter, increases will automatically be tied to inflation using the Consumer Price Index. Cash wag...