| Update Applicable to: | Effective date |
| All employers regardless of size | September 27, 2024 – Immediately |
What happened?
On September 27, 2024, the New York Governor signed AB A3710, which provides employment protections during the performance of state active duty by members of the national guard.
Quick Summary:
- Provides employment protection for National Guard members called to state active duty, ensuring their jobs are secure during their service.
What are the details?
The expanded law provides employment protections for National Guard members called to state active duty by the governor of New York or any other state.
Key Points:
- Employment Protections: Ensuring National Guard members are protected in their civilian employment during state active duty.
- The law does not specify this protection to be a type of paid leave.
- Immediate Effect: The law became effective immediately upon signing.
- Support for Service Members: The law aims to safeguard the employment of National Guard members, providing job security and peace of mind during their service.
Business Considerations
- Employers should review and update their handbook policies or policies to ensure compliance with this new law, to avoid penalties.
- Employers should consider having a protected military and National Guard leave that is expansive enough to cover this type of events
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's New York PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
