New York Employees’ Covid-19 Pandemic Rights
New York Employees have the right to a healthy and safe workplace with adequate protections against infection and the spread of COVID-19. Guidance has been issued by federal, state and local agencies including the Occupational Health and Safety and Health Administration (OSHA), the Center for Disease Control (CDC), the New York State Department of Health (DOH) and local health departments.EMPLOYER PROTOCOLS
Under current guidelines, employers should institute the following protocols:- Social Distancing: Maintain six feet or more of distance between all individuals in the worksite.
- Face Masks: Provide double layer cotton face masks to employees.
- Hand Sanitizer, Hand Washing, and Gloves: Provide hand sanitizers that are readily available in multiple locations in the workplace. Allow employees to wash their hands with soap and water regularly. Provide gloves to employees who request them.
- Regular Disinfection: Clean and disinfect regularly all frequently touched surfaces in the workplace, such as workstations, keyboards, telephones, handrails, and doorknobs.
- Increase Ventilation Rates: Increase the percentage of outdoor air that circulates.
- Notification of Employees: Inform employees of their possible exposure to COVID-19 if a fellow employee is confirmed to have COVID-19, providing meaningful details about potential exposure while maintaining confidentiality as required by the Americans with Disabilities Act (ADA).
- Deep Cleaning After Confirmed Cases: If an employee is suspected or confirmed to have COVID-19, the employer shall close off the workplace areas visited by the ill person, ensure increased air circulation in the area, and then wait 24 hours or as long as practical to conduct deep cleaning and disinfection as directed by CDC.
YOUR RIGHT TO PROTEST AND ORGANIZE
To secure health and safety precautions against infection and the spread of COVID-19 in your workplace, speak out and organize with your co-workers. These types of actions are protected from retaliation as concerted activity under federal and/or state labor law. Can I discuss my concerns related to COVID-19 with my co-workers? YES. You have the right to talk to your coworkers and collectively advocate for better working conditions—as long as it is during non-work time (i.e., you are off the clock). Can I post on social media about COVID-19 related problems in my workplace? YES. Federal labor law protects your right to post on social media about workplace conditions. It is similar to your right to speak with your co-workers. Your posts are more likely to be protected if they are part of a discussion involving general policy or multiple co-workers’ concerns. However, you may not be legally protected from adverse employment action if you post about personal gripes, reveal private details about co-workers or the company’s operations, or knowingly misrepresent the facts. Can I speak to the media about COVID-19 related issues in my workplace? YES. If you and your co-workers are working together to improve conditions in your workplace, you have the right to speak publicly about your campaign and concerns under federal labor law. This extends to your right to speak out in the media about your collective action and concern. However, if you knowingly state false accusations or company or coworkers’ private information, your speech may no longer be protected. collaborate with your co-workers about talking to press, to ensure that your actions are considered to be concerted activity. Can my co-workers and I refuse to work or go on strike to protest unsafe conditions? YES. If you and your co-workers collectively refuse to work because of concerns that you are not safe under current working conditions, you are protected from adverse employment action under federal labor law. However, the right to strike does not extend to a right to be paid during the strike period. Always seek legal advice as soon as possible if you are considering taking individual or collective action. Can my employer fire or otherwise retaliate against me for raising safety concerns, taking collective action, or filing a complaint?- Federal labor law protects workers who engage in concerted activity from employer retaliation. Complaints can be filed with the National Labor Relations Board. Farm workers, who are not protected under federal law, are protected under New York state labor law for this type of activity. NY State Labor Law also protects the rights of workers to be free from retaliation. Your employer may not discharge, suspend, demote, or take other adverse action against you because you raised concerns to your supervisor or have taken action to file a complaint with the New York Department of Labor or the New York Attorney General about unsafe workplace conditions. The Occupational Safety and Health Act (OSHA) also contains protections against retaliatory action and accepts complaints. Contact information is listed at the end of this document. You must file your complaint with OSHA within 30 days of the retaliatory action. If your employer retaliates against you for raising safety concerns, you should also consult with an attorney about filing a claim.
YOUR RIGHT TO PAID SICK AND FAMILY LEAVE
The federal and state governments have passed emergency legislation guaranteeing job protection and wage replacement to employees for illness and quarantine absences resulting from COVID-19. Can I get paid sick or quarantine leave if I am absent from my job due to COVID-19? YES. All employees in New York State are now entitled to COVID-19 paid sick and family leave if they are subject to a government order of mandatory quarantine or isolation. COVID-19 paid sick and family leave is in addition to other paid leave provided by your employer (i.e., vacation leave, PTO, etc.) The size of your employer will determine how the benefits are paid and how many days you receive.- Large employers (100 or more employees) must provide at least 14 paid sick days.
- Mid-sized employers (11-99 employees) and small employers with net incomes of over $1 million must provide at least five paid sick days.
- Small employers (1-10 employees) must provide, but are not required to fund, five sick days. Wage replacement payments will be paid through a combination of New York State paid family leave and disability benefits.