You can agree with us that, at times, getting the right legal representation and finding a good attorney feels like trying to catch a fish while running away from a twenty-foot-high tide, especially when time and money are of the essence and the pressure of getting results before you move too far down the rabbit hole is building up. Certainly, only when you desperately need reliable legal representation, probably not from the types of Saul Goodman, will you understand the importance of having the right attorney by your side. So, are you looking for legal representation? Do you need an attorney with the skills and legal expertise that match your needs? How much do you value your time and hard-earned money? Then look no further because whenever you require legal representation, the Law Offices of Vincent Miletti, Esq., the Strongest Name in Law, got your six.

We are the authoritative force in Employment & Labor Law, providing diverse legal services in both a traditional and online, web-based environment, whether it be for small businesses or large-scale businesses on a panel or a case-by-case basis. Hitherto, serving as primary counsel or cumis counsel, we are not only taking over the industry when it comes to Employment Defense and Employment Practices, but also in Intellectual Property Defense (Trademark, Copyright, and Proprietary Information), Management Side Defense, Regulatory and Compliance, Business Law & Corporate Law, and Professional Liability, among others. Whether serving directly or on behalf of a third party (EPLI, D&O, E&O), we stay unusually motivated® to take on all your needs!

Operating in Brooklyn, New York, the larger New York City, and New York State, as well as in the firm’s new office located in Astoria Queens, your life-changing encounter with Vinny Miletti Esq., the founder and owner of Miletti Law®, whose legal expertise, knowledge, and experience has grown immensely over time since the firm first opened its doors is just an email and/or a call.

Still, in addition to providing legal services, you can concur with us that information is power, and, as such, we have diligently committed ourselves to creating a range of authoritative, trustworthy, and engaging content available on our website and social media platforms. In this regard, feel free to visit and follow us on Facebook, Instagram, Twitter, Yelp, and LinkedIn via the website, as well as subscribe to our Blog, YouTube Channel, and News Letter through https://milettilaw.com/blog and https://www.youtube.com/@MilettiLaw, and https://milettilaw.com/#7665b240-0790-4562-ac0f-9444f9f5165a, respectively, to enjoy such content aimed to keep our unusually motivated® readers informed about how diverse legal issues affect them and/or their businesses.

With regards to our commitment to keeping you in the know, this blog is titled “Employer Coverage under the New York Minimum Wage Act” and is part VII of our series “Employer Coverage under Major New York’s Labor & Employment Laws.” One key thing we mentioned in Part VI is that pursuant to N.Y. Lab. Law § 860- a(3), the types of covered employers are restricted to any for-profit or not-for-profit business enterprise, including debtor, trustee, or receiver-in-possession, or other fiduciary responsible for continuing the employer’s operations

At this point, we now shift gears to hammer on employer coverage under the New York Minimum Wage Act.

Employer Coverage under the New York Minimum Wage Act (N.Y. Lab. Law §§ 650 et seq.)

  1. Exemptions

Pursuant to N.Y. Lab. Law § 651(5) of the New York Minimum Wage Act, employees who are considered exempted include certain persons delivering newspapers and news, certain student employees, children’s camp counselors, certain volunteers at amusement centers or recreational events, certain employees, students, and volunteers at charitable, educational, or religious organizations, taxicab drivers, outside salespersons, bona fide administrative or executive professionals, farm laborers, and part-time, casual babysitters in employer’s home.

  1. Types of Employers Covered

Pursuant to N.Y. Lab. Law § 651(6), the types of employers covered include groups, legal representatives, business trusts, business organizations, and or individuals acting as employers.

  1. How to Calculate the Required Number of Employees

Under this statute, there is no applicable state law that provides a method of how the required count of employees can be calculated.

  1. Minimum Count of Employees Required to Trigger Employer Coverage

Finally, pursuant to N.Y. Lab. Law § 651(6), there is no minimum number of employees in the state required to bring an employer under coverage.

With that, we have concluded our short series on “Employer Coverage under Major New York’s Labor & Employment Laws” and hope that we have provided you with crucial information that will keep you on top of the game when it comes to the issues of coverage under the different statutes discussed throughout the series. At this point, we now shift gear to introduce a new series titled “Key Employment Law Issues for Businesses & Companies in New York,” where, in Part I and our blog titled “Discrimination & Retaliation under NYSHRL (NYS Human Rights Law),” we will start by hammering on N.Y. employment laws governing discrimination and retaliation and what they say about these key employment issues.

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.