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Live Webinar

60-minute live streaming program
  • October 26
  • 1:00 - 2:00 pm EST

Advanced Issues in New York Paid Family Leave Law

October 26

Understand the significant leave requirements under New York law.

In New York there are many requirements for employers to provide leave to their employees regardless of the employer’s size (whether in terms of gross revenue or number of employees). Sometimes these leaves overlap with one another (can be taken concurrently), sometimes they do not. If an employer fails to provide leave to an employee to which the employee was entitled to take, it can lead to costly litigation that sap a business’ resources. This topic will help employers understand the significant leave requirements under New York law, how they interact with one another, when they must be provided, and who is eligible to take leave and when.

Learning Objectives

  • You will be able to describe the difference between FMLA and New York Paid Family Leave (PFL).
  • You will be able to discuss when a New York employee is entitled to a leave of absence.
  • You will be able to explain when an employee can take 12 weeks of FMLA and then another 12 weeks of PFL.
  • You will be able to identify the various leaves available to all New York employees.

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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

New York Paid Family Leave
  • What Are the Current Requirements?
  • Who Is Covered by the Leave?
  • Who Pays for It?
  • Reinstatement From Leave
New York Paid Sick Leave
  • How Much Leave Must Be Provided?
  • For What Reasons Can Employees Take Sick Leave
  • How Should Employers Administer Sick Leave
New York COVID-19 Leave
  • Current Requirements
  • Vaccination and COVID-19 Leave
  • Exceptions
Family and Medical Leave
  • Requirements
  • How It Differs From New York Paid Family Leave (PFL)
  • Concurrent vs. Consecutive Leave Under FMLA and PFL
Leave as an Accommodation
  • When Can Leave Be an Accommodation?
  • How Long Must the Leave Be?
  • When Is Leave as an Accommodation an Undue Hardship?
Other New York Leave
  • Military Leave
  • Jury Duty and Voting Leave
  • Other Unpaid Leaves
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More Program Information

Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Live Webinar Registration

  • AIPB 1.0
     
  • This program is acceptable for 1.0 CPEC(s) towards the CB designation through the American Institute of Professional Bookkeepers (AIPB).
     
  • NJ CLE 1.2
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
     
  • NY CLE 1.0 including Areas of Professional Practice 1
     
  • This course has been approved in accordance with the requirements of the New York Continuing Legal Education Board for up to a maximum of 1.0 credit hours in the area(s) of Areas of Professional Practice for 1.00 hour. Each hour may be counted only as satisfying one category of credit. Duplicate credit for the same hour of instruction is not permitted. This course qualifies for both established and newly admitted attorneys. Lorman Business Center, LLC. has a financial hardship guideline. Please contact customer service at 1.866.352.9539 for instructions on how to apply.
     
  • PA CLE 1.0
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
     
  • HR Certification Institute 1.0
     
  • This program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.0
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
     
  • CPE 1.2 including Business Law 1.2
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: www.nasbaregistry.org. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.2 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Business Law for 1.2 hours. Prerequisite: . Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
     

Who should attend?

This live webinar is designed for human resource managers, personnel managers, attorneys, benefits administrators, payroll professionals, business owners and managers, and controllers.

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More Program Information

Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Glenn S. Grindlinger

Glenn S. Grindlinger

Fox Rothschild LLP

  • Partner with Fox Rothschild LLP
  • Represents management in the full spectrum of labor and employment law matters; he regularly defends clients in single plaintiff cases and class actions involving claims of Fair Labor Standards Act (FLSA) and state wage and hour law violations
  • Routinely represents clients in federal and state courts and arbitration for and before government agencies in cases alleging breach of contract and breach of restrictive covenant as well as age, race, national origin, gender, disability, sexual orientation and religious discrimination, harassment, and retaliation; defends employers in a variety of labor disputes before the National Labor Relations Board
  • Practice is also preventative in nature; he counsels clients on day-to-day employment, wage and hour, labor relations and contractual matters as well as the employment law issues that arise in connection with mergers and acquisitions
  • Negotiates, drafts, and revises collective bargaining agreements, employment contracts and severance agreements, employment law provisions to purchase sale agreements, restrictive covenants and noncompete agreements as well as drafts employee handbooks and training materials; regularly conducts wage and hour audits for Fortune 1000 companies, small businesses, and nonprofits
  • Frequent writer and speaker on labor and employment issues
  • J.D. degree, New York University School of Law; B.S. degree, Cornell University; study abroad, University of Sydney, Australia
  • Can be contacted at 212-905-2305 or [email protected]
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Why Lorman?

Over 34 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 408382
Published 2021
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