New York Employment & Labor Law Representation Under ESSTA

Are you looking for legal representation? 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 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!

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, do you need an attorney with the skills and legal expertise that match 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, 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 titled “Sick, Family, and Medical Leave under ESSTA” and is Part V of our new series, “Key Employment Law Issues for Businesses & Companies in New York City.” In Part IV, we dwelt on whistleblowing and whistleblower protections as provided for under the New York Labor Law. Regarding this employment issue, we mentioned that pursuant to N.Y. Lab. Law § 740, employers are prohibited from retaliating against any employee who threatens to disclose or discloses to a public body or supervisor a practice or policy of an employer, which constitutes healthcare fraud or that poses a specific or substantial danger to public safety or health or even violates the law. We also added that, importantly, employees who refuse to take part and/or engage in illegal practice or policy that poses a specific or substantial danger to public safety or health or who provide information or testify

To move this discussion forward, we will look into what the New York City Earned Safe and Sick Time Act (ESSTA) says about sick, family, and medical leave for employees in New York and how employers can remain compliant with the ESSTA statute.

Are Employers Required to Provide Sick Leave by ESSTA?

Employers are required by ESSTA to provide their employees with sick leave, whether it is an injury or health condition. This requirement by ESSTA is for health of the consumer and worker protection. Pursuant to N.Y.C. Admin. Code § 20-913, the size of the employer determines whether employees should be provided with paid sick leave. Generally, employers who have at least 5 employees must provide paid sick leave. However, employers with fewer employees, less than 5 employees are not required to provide paid sick leave by the same ESSTA statute.

In Part VI of this series and our blog titled “Sick, Family, & Medical Leave under the NY Paid Family Leave Law,” we will shift gears to hammer on what the New York Paid Family Leave Benefits Law says about sick, family, and medical leave for employees and how employers can remain compliant with the statute.

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.