What are the laws and regulations that businesses need to follow in New York when it comes to hiring and employing workers?

As a lawyer, I can provide legal advice on the laws and regulations that businesses need to follow in New York when hiring and employing workers.

First and foremost, businesses need to comply with federal employment laws such as the Fair Labor Standards Act (FLSA), which governs minimum wage, overtime pay, recordkeeping, and child labor standards. Employers are also required to provide equal employment opportunities to all individuals regardless of their race, color, religion, sex, national origin, age, disability, or genetic information under the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA). The ADA also requires employers to provide reasonable accommodations to individuals with disabilities in the workplace.

In New York, employers are required to comply with state laws such as the New York State Human Rights Law, which prohibits discrimination and harassment against individuals on the basis of age, race, creed, color, national origin, sexual orientation, gender identity, disability, military status, marital status, or domestic violence victim status. New York labor laws also include provisions for minimum wage, paid sick leave, and family leave requirements.

When it comes to hiring, employers need to be aware of New York's Ban the Box Law which prohibits employers from asking about an applicant's criminal history until a conditional employment offer has been made. Employers are also required to provide new hires with notice of their work schedule and pay rate, as mandated by New York Labor Law.

In terms of employee benefits, New York State requires employers to provide disability benefits and statutory short-term disability coverage to employees, and the state's Paid Family Leave law requires employers to offer eligible employees up to 12 weeks of paid leave per year to care for a new child, a family member with a serious health condition or to help relieve family pressures when someone is called to active military service.

To ensure compliance with these laws and regulations, businesses must maintain accurate records and provide regular training to their employees. If a business is found to be in violation of any employment laws, the business may be subject to fines, legal action, and/or potential damage to their reputation. Therefore, it is advisable for businesses to consult with an attorney who can provide guidance on specific legal issues and recommend strategies for maintaining compliance.