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 be it 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.

In this regard, this blog is Part XX of our series, “Key Employment Law Issues for Businesses & Companies in New York.” In Part XIX, we hammered on what the law in Westchester, Albany, & Suffolk Counties says about requesting salary or wage information from employees and job applicants. Just like the City of New York, these counties have laws that discourage and prohibit employers from seeking information about the salary or wage history of a job applicant or depending on such salary and wage history as the basis for setting the individual’s salary or wage rate any stage of the process of employment.

As we move forward with this series, we have shifted gears to look into “Hiring and Onboarding New Employees” as the next key issue of concern for start-ups and growing businesses and companies. Accordingly, this blog is titled “New York Labor & Employment Law on Filing and Reporting Requirements During New Employee Hiring & Onboarding” and is a review of the filing and reporting requirements that employers should consider during the hiring and onboarding of new employees.

New York Labor & Employment Law on Filing and Reporting Requirements During New Employee Hiring & Onboarding

Similar to the other issues discussed in previous blogs, employers should be aware of the numerous legal requirements and obligations regarding new hires that are imposed on them by the state of New York, particularly with start-ups and growing businesses.

For starters, employers are required, among other legal obligations, to take proactive measures and steps to ensure compliance with federal law whenever they hire new employees. For instance, in our blog accessible at https://milettilaw.com/blog/f/mployment-based-sponsorship-employment-verification, we mentioned that pursuant to the U.S. immigration law, employment verification for every employee must be conducted at the time of hire with the aim of providing authorization that an employee is permitted to work in the United States. In another blog accessible at https://milettilaw.com/blog/f/business-immigration-recordkeeping-requirements-for-form-1-9, we provided key information regarding Form I-9. Maintained by the U.S. Citizenship and Immigration Services (USCIS), the form is officially known as the Employment Eligibility Verification and is used when verifying the legal authorization to work and identify all paid employees in the country as mandated by the Immigration Reform and Control Act of 1986. Notably, we asserted that employers are required to use this form to document that every new employee (whether citizen or noncitizen) hired is identified and has the legal authorization to work in the country.

In addition to this requirement, employers are also required to complete the necessary tax forms for the new hire. This includes reporting any new hires to e New York taxing authority, which can be done online.

Further, the law requires employers to provide and establish unemployment insurance for their employees. For instance, new employers should have an employer registration number, which is provided by the New York State Department of Labor once they establish an account with the agency. Essentially, the law makes sure that unemployment insurance payments are appropriately credited by requiring new employers to register with the NYS Department of Labor.

In Part XXI of the series, we will, in our blog titled “New Employee Hiring & Onboarding: Letters of Offer and Agreement,” hammer on what employers, particularly new ones, should be cognizant of and consider when drafting and sending letters of offer and agreement to individuals screened and selected for hire.

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.