Employment Law Alert: New York State/City & Oregon Legal Requirements Effective Summer 2024

June 6, 2024

If your company employs anyone in New York or Oregon, we want to let you know of these select state law developments effective this summer.

New York

Paid Lactation Accommodation Breaks

Under a new New York State law, effective June 19, 2024, employers must provide employees with paid break time for thirty minutes, and allow use of existing paid break time or meal time for time in excess of thirty minutes, to express breast milk for the employee’s nursing child each time such employee has reasonable need to express breast milk, for up to three years following childbirth. We note that New York State, New York City, and other states (including California) require employers to publish lactation accommodation policies meeting particular requirements. With the passage of the new law, now would be a good time for employers to ensure their policies meet all applicable state/local law requirements.

New York City Workers' Bill of Rights

By no later than July 1, 2024, employers with any employees in New York City must provide to employees, and post, the City's published official Workers' Bill of Rights. More specifically, the law requires employers to provide the Workers' Bill of Rights to all employees in New York City by the deadline, thereafter provide it to new hires on the first day of work, conspicuously post it in their place of business in an area accessible and visible to employees, and make it available online or on its mobile application to view if such means are regularly used to communicate with its employees.

Oregon

Starting July 1, 2024, employees taking leave under the Paid Leave Oregon law (providing various forms of family and medical leave) will have the legal right to use any accrued paid sick leave, accrued vacation, or any other form of paid leave to top off their Paid Leave Oregon benefits, such that they received (in combination) full wage replacement. For employers with an unlimited vacation or PTO policy, it appears that the law would entitle employees to use any available unlimited vacation/PTO for benefits top off purposes, as it would be considered within the category of "any other form of paid leave."

Employers seeking further guidance may contact any of the firm’s attorneys.

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