Being paid a salary does not automatically mean you are exempt from overtime pay. In New York City, many salaried employees are still legally entitled to overtime under federal and state law. Whether overtime is owed depends on both your
Lipsky Lowe LLP
Lipsky Lowe LLP is a law firm that publishes blogs focused on employment law issues affecting workers in New York City. Their content covers topics such as sexual harassment, confidentiality agreements in settlements, online workplace harassment, recent changes in employment law, religious discrimination, wage and hour laws, whistleblower protections, and the impact of technology like AI on hiring practices. The firm provides practical guidance for employees on recognizing rights, documenting incidents, reporting harassment, and seeking legal assistance. Their publications emphasize legal protections under local, state, and federal laws, aiming to inform and support employees navigating workplace challenges.
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How to Calculate “Spread of Hours” Pay in New York City
Spread-of-hours pay is additional compensation required under New York law when an employee’s workday exceeds 10 hours. If your workday stretches more than ten hours from start to finish, you may be entitled to an extra hour of pay at…
What Happens If I Report Wage Theft at Work in NYC?
Reporting wage theft in New York City can trigger an investigation, protect your right to unpaid wages, and potentially lead to compensation for lost earnings. While many employees worry about consequences, the law provides strong protections against retaliation when you…
Can My Employer Fire Me for Calling Out Sick in NYC?
In New York City, your employer generally cannot fire you for taking protected sick leave. If you use sick time under the law and follow your employer’s policies, termination or discipline for calling out sick may be illegal retaliation.
What…
Do I Still Qualify for Overtime in NYC in 2026?
- NYC’s 2026 overtime exemption salary threshold is $1,275 per week ($66,300 annually)
- Employees earning below that amount are generally eligible for overtime
- Job duties—not just job title—determine whether you are exempt
- Many salaried employees are misclassified and still qualify for
…
Is Time Spent Opening or Closing Paid Work in New York?
In New York, time spent opening or closing a workplace is generally considered paid work if it is required and benefits the employer. If you are performing job-related tasks before or after your scheduled shift, that time is typically compensable,…
Supreme Court Ruling Narrows Arbitration Shield for Employers
Ruling clarifies that some last-mile delivery drivers are exempt from mandatory arbitration requirements.
Employment attorney Douglas Lipsky of Lipsky Lowe LLP is commenting on a recent U.S. Supreme Court decision involving transportation workers and mandatory arbitration.
The Court ruled that…
New Jersey Finalizes Independent Contractor Rules Under the ABC Test
New Jersey employment lawyer weighs in on regulations that could make contractor classification more difficult for businesses.
Employment law firm Lipsky Lowe LLP warns that New Jersey’s newly finalized independent contractor regulations could make it significantly harder for businesses to…
How the NYC Gender-Motivated Violence Lookback Window Works
If you experienced gender-motivated violence in New York City, a new law may give you the right to file a civil lawsuit, even if the abuse happened years or decades ago. Effective January 29, 2026, NYC Bill 1297-A amended the…
New York’s “Trapped at Work” Act: What Employees Need to Know
New York’s Trapped at Work Act, signed December 19, 2025, prohibits employers from requiring employees to sign agreements that impose repayment obligations if they leave before a set period. These “stay-or-pay” provisions are now declared void and unenforceable under…