CLIENT ALERT: New York Wage Theft Prevention Act Update

On March 17, 2011, the firm posted a Client Alert regarding the New York Wage Theft Prevention Act (the “Act”), which took effect on Saturday, April 9, 2011.  The Act makes several major changes to existing labor law in the state, including the imposition of enhanced notice and recordkeeping requirements.   Click here for the alert:

As an update, the New York Department of Labor has now posted important and useful information on its website regarding the Act.  Specifically, wage notice templates are now available in Spanish, Korean and Chinese.  The Act requires employers to provide new hires with information about their pay in their primary language, as long as a template is available from the Department of Labor in that language.  Accordingly, New York employers hiring new employees who speak Spanish, Korean, or Chinese as their primary language must provide the relevant wage information in that language.  The Department of Labor has indicated that templates will be available soon in Creole, Polish, and Russian.  New York employers should frequently check the Department’s website for these forms.  A further note: beginning in January 2012, the Act imposes an obligation for employers to provide annual notice of pay information to all employees in their primary language and to obtain acknowledgement of the same.

For the wage notice templates and other useful information, you can access the New York Department of Labor’s website through this link:

Laura E. Coltin Ogden, Esq.,  is an attorney with Morgan, Brown & Joy, LLP.  Laura may be reached at (617) 523-6666 or at  Morgan, Brown & Joy, LLP focuses exclusively on representing employers in employment and labor matters.

This alert was published on May 9, 2011.

This publication, which may be considered advertising under the ethical rules of certain jurisdictions, should not be construed as legal advice or a legal opinion on any specific facts or circumstances by Morgan, Brown & Joy, LLP and its attorneys.  This newsletter is intended for general information purposes only and you should consult an attorney concerning any specific legal questions you may have.