Recently Asked Questions

A former employee who was fired for cause was denied unemployment benefits from DOL and has appealed the decision. Our board has been advised by our outside HR provider to not have contact with the former employee to make sure they don’t provide any support for the appeal or a legal claim. Is that a valid concern?

[NOTE: This submission is based on real-life questions about the new requirement imposed by New York State Labor Law Section 590(2).]

I heard that as of November 13, 2023, ALL employers in New York must notify an employee of the ability to apply for Unemployment Benefits upon "separation of employment" OR if their regular weekly hours are reduced to below 30.  I have several questions:

Is this true?

Does this new law really apply to ALL employers in New York (even a town or village public library)?

Does the new law apply even if the employee is resigning or retiring?

Does the new law apply to no-show employees or others who may have abandoned their employment?

Is there a form for this notice?

When does this notice have to be provided?

Why was this law passed?

Is there a model policy for this law?

[Editor's note: "Ask HR" got this question from an academic library. As readers will see, the question and answer explore issues about identity that may impact some readers deeply.  We welcome your comments on how to address questions of about personal and sensitive topics in the work environment effectively and compassionately; comments may be sent to adams@losapllc.com.]

I have a work-study student who has worked for me since they were a Freshman, they are now a Junior. I have noticed that this student is transitioning, their voice is deeper, they now have facial hair, etc. I have always referred to them by their government name, but when looking at some of their art work, I noticed they use a different name.

How do I ask what name they would prefer me to use without offending or making the student uncomfortable?