What are the necessary steps an employer in New York should take to ensure compliance with state and federal labor laws?

As a lawyer, I can advise employers in New York to take the following necessary steps to ensure compliance with state and federal labor laws:

1. Understand the applicable federal and state labor laws: Employers must familiarize themselves with the provisions of the Fair Labor Standards Act (FLSA), which sets minimum wage and overtime pay requirements, the Family and Medical Leave Act (FMLA), which entitles eligible employees to job-protected leave for specified family and medical reasons, and other applicable anti-discrimination laws, such as Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act. In addition, New York State and City also have their own labor laws, such as the New York State Human Rights Law and the New York City Earned Safe and Sick Time Act, which may provide additional protections to employees.
2. Create and maintain accurate records: Employers must maintain accurate records of employees' hours worked, wage rates, and other job-related information, as required by law. An employer's failure to maintain these records can result in substantial penalties.
3. Establish clear policies: Employers should establish clear policies covering various workplace issues, such as employee conduct, attendance, and performance, as well as wage and hour matters, such as overtime pay, meal and rest breaks, and holiday pay. These policies should be communicated to employees in writing and distributed to all employees.
4. Train managers and supervisors: Employers should train managers and supervisors to ensure that they understand their legal obligations and the company's policies, and are aware of any specific laws or regulations that apply to their industry. This is particularly important when it comes to wage and hour issues, leave and disability accommodations, and preventing discrimination and harassment.
5. Conduct regular compliance audits: Employers should periodically review their labor practices to identify and address any potential problems or areas where the company may be at risk of violating labor laws. Regular auditing and monitoring of compliance can help employers to stay in compliance with state and federal labor laws.

It is important to note that compliance with federal and state labor laws is an ongoing responsibility of employers. Employers must remain vigilant about changes to the law, and should consult with an experienced employment law attorney when in doubt or to seek further guidance.