Ali Law Group, P.C.

Happy Diwali from Ali Law Group! May the lamps of Diwali brighten your life and the year ahead with prosperity and happiness. May you and your family enjoy this festive season with peace and joy.

Have a hauntingly happy Halloween!

Did you catch our recent webinar, Reductions in Force, Layoffs & Reduced Hours: What Employers Need to Know, presented by Kerri Beatty, Esq? Here are some helpful TIPS from the webinar: ➡ Ensure that layoffs or reductions in force (RIFs) are based on nondiscriminatory reasons, such as quality or quantity of work, rather than on race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, disability, age (40 or older) or genetic information.    ➡ Ensure that employees are not selected for layoff or RIF because they reported discrimination, participated in a discrimination investigation or lawsuit, or opposed discrimination (for example, threatened to file a discrimination charge or complaint).      ➡ Ensure that managers involved in applying layoff/RIF selection criteria understand the criteria and apply it accurately and consistently. If you missed it, consider joining HRtelligence. Our members have exclusive access to webinar recordings, slide decks, outlines and more exclusive content from every webinar throughout the year. And our webinars are approved for .50HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™recertification through HR Certification Institute® (HRCI®). #humanresources #humanresourcesmanagement

Time off to vote? With the 2024 election less than 2 weeks away, it's important for New York State employers to be aware of what their obligations are under the law when providing leave for their employees to vote. Under the New York Election Law, employers must provide for up to two hours of paid time off to enable an employee time to vote when added to their voting time outside their working hours. Generally, New York State employees are eligible for up to two hours of paid time off to vote if they do not have “sufficient time to vote.” An employee is deemed to have “sufficient time to vote” if an employee has four consecutive hours to vote either from the opening of the polls to the beginning of their work shift, or four consecutive hours between the end of a working shift and the closing of the polls. To learn more, check out the full article on our website: https://lnkd.in/eXNS2hpS #humanresources #humanresourcesmanagement

Don’t miss the next complimentary HRtelligence webinar, Reductions in Force, Layoffs & Reduced Hours: What Employers Need to Know, presented by Ali Law Group attorney Kerri Beatty, Esq. Date: October 23 Time: 9:00am - 9:45am ET Don’t miss this insightful webinar designed for HR professionals, business owners, and attorneys facing the complexities of a reduction in force. In today’s challenging environment, understanding federal and state compliance requirements is crucial. Topics to be discussed include: ✔ The legal framework surrounding reductions in force ✔ Effective strategies for maintaining employee morale and productivity during transitions ✔ Proven risk mitigation techniques to minimize potential liabilities Prepare your organization to handle reductions in force with confidence and clarity. This is an invaluable opportunity to learn from experts and ask your pressing questions. Sign up today and take the first step toward ensuring a smooth transition! Attendance is complimentary however seats are limited. Sign up TODAY! Presented by Kerri Beatty, Esq. This webinar has been approved for .50HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™recertification through HR Certification Institute® (HRCI®). Registration link in comments. #humanresources #humanresourcesmanagement

Don’t miss our next complimentary webinar, Reductions in Force, Layoffs & Reduced Hours: What Employers Need to Know. Date: October 23 Time: 9:00am - 9:45am ET Join us for an insightful webinar designed for HR professionals, business owners, and attorneys facing the complexities of a reduction in force. In today’s challenging environment, understanding federal and state compliance requirements is crucial. In this session, we will cover: ✔ The legal framework surrounding reductions in force ✔ Effective strategies for maintaining employee morale and productivity during transitions ✔ Proven risk mitigation techniques to minimize potential liabilities Prepare your organization to handle reductions in force with confidence and clarity. This is an invaluable opportunity to learn from experts and ask your pressing questions. Sign up today and take the first step toward ensuring a smooth transition! Attendance is complimentary however seats are limited. Sign up TODAY! Presented by Kerri Beatty, Esq. This webinar has been approved for .50HR (General)  recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™recertification through HR Certification Institute® (HRCI®). Registration link in comments.

Thank you Kerri Beatty, Esq. for presenting the most recent HRtelligence webinar, Best Practices for Terminations and Layoffs.

Today we recognize both Indigenous Peoples’ Day and Columbus Day, reflecting on the complex history of our nation. We honor the contributions of all who have shaped America while acknowledging the enduring culture and traditions of Indigenous peoples. #ColumbusDay #IndigenousPeoplesDay

Have an easy fast and a meaningful Yom Kippur.

On September 4, 2024, Governor Hochul signed into law the New York Retail Worker Safety Act which will impose significant workplace violence prevention requirements on retail employers. Most of the law’s provisions will take effect on March 1, 2025. Under the new law, retail employers with ten or more employees will be required to adopt a workplace violence prevention plan which must include: (1) a list of factors or situations that may place retail employees at risk of workplace violence; (2) methods to prevent incidents of workplace violence; (3) information on legal provisions regarding violence against retail employees and remedies for victims; and (4) an anti-retaliation statement. Covered employers must provide interactive training to employees. The State will create a model workplace violence prevention training program that can be utilized or employers can provide one of their own that is equivalent to the State-provided training. The new law mandates the installation of panic buttons at certain workplaces or the use of wearable or mobile phone-based panic buttons for retail workers employed by companies with more than 500 employees nationwide, effective January 1, 2027. Retail employers that are covered by the law should begin to prepare a policy and training plan to ensure compliance with the New York Retail Worker Safety Act.  Link to more information in comments. #humanresources #humanresourcesmanagement #workersafety