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In this regard, this blog is titled “Wage & Hour under New York’s Minimum Wage Law” and is Part IX of our series, “Key Employment Law Issues for Businesses & Companies in New York.” In Part VIII, we hammered on workers’ compensation law and mentioned that as codified under N.Y. Work. Comp. Law § 110, employers in New York are required to report worker injuries that meet the criteria for worker’s compensation to (1) the employer’s insurance carrier and (2) to New York State Workers’ Compensation Board. We also added that however, the law does not require minor injuries to be reported. Employers must understand that it would be considered a misdemeanor is they fail to report within 10 days of the injury.

To move this discussion forward, we have focused on “Wage & Hour,” and examined what the New York’s Minimum Wage Law says about this key labor and employment law issue.

Wage & Hour under New York’s Minimum Wage Law

One interesting aspect about this employment law issue is that the minimum wage in New York is higher than the wage rate proposed under the federal law. By the time of publishing this blog, New York State’s minimum wage has been $15 per hour.

However, it is critical for employers to be aware that as codified under N.Y. Lab. Law § 652, wage rises at varying rates for different regions have been stated by the New York State.

In Part X of this series and our blog titled “Wage & Hour under New York’s Overtime and Pay Frequency Law,” we will shift gears to hammer on what the law concerning Wage & Hour in New York says about Workers’ Compensation and how employers can remain compliant with it.

As usual, stay tuned for more legal guidance, training, and education.

In the interim, if there are any questions or comments, please let us know at the Contact Us page!

Always rising above the bar,

Isaac T.,

Legal Writer, Author, & Publisher.