Labor & Employment Law Resource Guides

The Labor and Employment Law Section of the New York State Bar Association brings together members from across the full spectrum of labor and employment law, including representatives of labor organizations, management and individuals; neutrals; academics; and government representatives. We invite attorneys with an interest in workplace issues to join our Section, benefit from our experience and expertise, and enjoy our camaraderie. For members of the public, we are committed to creating helpful guides that we hope you find useful.  Please review available resources below.

Explaining Employment Laws

This pamphlet is intended to provide Employers and Employees with general information about their employment rights and responsibilities in New York State. This pamphlet does not address all applicable employment laws or all employment situations, and is not meant to provide legal advice. Employers and Employees should consult with counsel regarding any questions they may have. In addition, laws change frequently, particularly with labor and employment law. Both employers and employees should keep up to date on these changes.

Guide To Interviews And Applications

A patchwork of Federal, State and local anti-discrimination laws apply to New York State employers. Together, except in certain very limited circumstances, they make it illegal to make hiring decisions based on, among other things, an applicant’s race, color, religion, national origin, citizenship, age, sex, gender identity or expression, transgender status, gender dysphoria, marital status, familial status, pregnancy-related condition, sexual orientation, disability, predisposing genetic characteristics, domestic violence victim status, military or veteran status, or union sympathies.

Chart of Recordkeeping Requirements

The chart outlines some of the more common records and the current federal and New York State requirements for retaining them. The chart is not all inclusive. In addition, the statute of limitations of an employee’s claims may exceed the stated retention period, and therefore relevant records should be kept until the limitations period has expired.