Franklin, Gringer, Cohen & Mosscrop, P.C.

Franklin, Gringer, Cohen & Mosscrop, P.C. Contact information, map and directions, contact form, opening hours, services, ratings, photos, videos and announcements from Franklin, Gringer, Cohen & Mosscrop, P.C., Legal Service, 666 Old Country Road, Ste 202, Garden City, NY.

Our firm practices labor and employment law representing management, corporate, commercial litigation, real estate, family law, matrimonial law, and personal injury and medical malpractice. Areas of Practice

Labor & Employment Law
Business Law
Real Estate Law
Matrimonial & Family Law
Personal Injury and Medical Malpractice

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03/05/2026

Employer Risk Warning, Effective February 22, 2026:
Every NYC employer is required to offer more sick leave.

In addition to the current paid leave regulations, all NYC businesses will be required to offer an extra 32 hours of unpaid safe/sick time starting February 22, 2026. This time is frontloaded, which means that it is available at the beginning of the year and right away upon hire.
Total Time: Employees now receive 32 hours of unpaid safe/sick leave in addition to the 40 or 56 hours of paid safe/sick leave that are currently provided, depending on the size of the business.
Use: On the first day of the year and immediately upon hire, this 32-hour unpaid bank is available.
Separation: This unpaid time must be tracked and reported by employers independently of paid time.
Extension: In addition to adding 20 hours of independent paid prenatal leave, the Earned Safe and Sick Time Act (ESSTA) modifications broaden the definition of safe and sick leave to include attending court proceedings related to housing or utility concerns or providing care.
No Carryover: The 32 hours of unpaid leave do not roll over to the next year, in contrast to paid time.

Coverage: Almost all employers in New York City who employ people are subject to this law. By February 22, 2026, employers should update their policies to ensure compliance. They should also check for updated posters from the Department of Consumer and Worker Protection.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer, Cohen & Mosscrop, P.C. at 516-228-3131.

Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation

03/05/2026

New York State Mandatory Employee Retirement Program
Gov. Kathy Hochul has announced the launch of the latest phase of New York State’s Secure Choice Savings Program, a state-sponsored savings vehicle for private-sector employees who lack access to a retirement plan at work.
The New York Secure Choice Savings Program, adopted by New York State, requires the majority of private-sector businesses to enroll in a state-run retirement program that makes it easier for workers without access to a qualified retirement plan to open a Roth IRA.
Date of Implementation: Beginning in March 2026, the majority of employers in the private sector will be required to participate in the program.
Deadlines for Registration (by employer size):
10-14 workers by July 15, 2026
15-19 workers by May 15, 2026
30 workers or more by March 18, 2026
Eligibility:
Companies must fulfill specific requirements, such as having ten or more employees in New York and operating for at least two (2) years.
Automatic Enrollment:
Although they have the option to opt out, employees will be automatically registered in the program at a default contribution rate of 3% of their gross pay.
Employer Responsibilities: Depending on the number of employees they employ, employers have deadlines for registering or certifying their exemption from the program.
This initiative, which is a part of a larger trend in states mandating that businesses provide retirement benefits, attempts to increase employees' retirement savings.
If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer, Cohen & Mosscrop, P.C. at 516-228-3131.

Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation

07/16/2025

NEW YORK STATE AMENDS JURY SERVICE LEAVE LAW

In New York, employers must give their workers time off to serve on juries and pay them for the time they lose from work to serve on the jury.

The jury duty rate was raised from $40 to $72 per day, which went into effect on June 8, 2025.

Employers with ten or more workers in New York are required to pay their New York workers the first $72 of their daily salaries for the first three (3) days of jury duty, provided that the worker's daily wages are at least $72. If an individual's daily earnings fall below $72, they will be eligible to receive an allowance from New York State equal to the difference between $72 and their daily earnings.

Employers may choose to pay employees their usual earnings for the day if their daily rate is less than $72.

Employers should make sure that these rules, which took effect on June 8, are reflected in their jury service leave policies and compensation practices. Payroll systems should be modified to meet with the higher payment obligation for covered employers.

Employers may be charged with criminal contempt from the court if they treat a worker unfairly because they served on a jury. In addition, there is a $1,000 fine, a 30-day jail sentence, or both.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.



Firm Practice Areas:

Labor Relations and Employment Law

Commercial Transactions and Litigation

Commercial and Residential Real Estate

Matrimonial and Family Law

Collections

Personal Injury and Medical Malpractice Litigation

Business Planning and Formation

06/17/2024

REMINDER:
NYC Announces the Release of Workers’ Bill of Rights Poster

Starting July 1, 2024, New York City employers must distribute the Workers’ Bill of Rights to all employees, display it prominently, and post it on their website or mobile app.

The Workers’ Bill of Rights poster was released by the New York Department of Consumer and Worker Protection (DCWP) on March 1, 2024. The Workers’ Bill of Rights is intended to provide a comprehensive overview of workers’ rights in New York City workplaces. It also contains information about the rights that the Department of Consumer and Worker Protection (DCWP) enforces. These include:

· Paid Safe and Paid Sick Leave;
· New York Fair Workweek Law;
· Minimum wage law;
· Employees’ right to unionize;
· Paid Family Leave; and
· Employees’ rights to unemployment benefits.

Employers will receive a warning for the first violation; however, for any subsequent violations, a $500 civil penalty will be issued. Employers should, therefore, keep a close eye on compliance.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

Firm Practice Areas:
Labor Relations and Employment Law
Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation

Disclaimer

05/29/2024

Notice to Employers in New York State: 2024 Salary Basis Threshold Increases

As a reminder, effective January 1, 2024, the new salary thresholds for the “executive” and “administrative” exemptions in New York were:

New York City and the rest of “downstate” (Nassau, Suffolk, and Westchester Counties):

- $1,200 per week ($62,400 per year) on January 1, 2024

- $1,237.50 per week ($64,350 per year) on January 1, 2025

- $1,275 per week ($66,300 per year) on January 1, 2026

The rest of New York State (areas outside of New York City, and Nassau, Suffolk, and Westchester Counties:

- $1,124.20 per week ($58,458.40 per year) on January 1, 2024

- $1,161.65 per week ($60,405.80 per year) on January 1, 2025

- $1,199.10 per week ($62,353.20 per year) on January 1, 2026

Additionally, New York Labor Law's Article 6 was amended by Governor Hochul, to increase the salary threshold governing various exemptions under Article 6 of the New York Labor Law (“NYLL”) to $1,300.00 per week. This does not affect the salary thresholds for the overtime exemptions. Those changes went into effect on March 13, 2024. The increased salary threshold applies to exempt status under three subdivisions of Article 6: § 190(7), and concerns the definition of “clerical and other worker”; § 192(2), concerning the requirement to obtain advance consent to pay wages by direct deposit; and § 198-c(3), concerning criminal penalties for failure to pay benefits or other supplemental wages.

However, the increased salary threshold to $1,300.00 does not relate to the determination of exempt status with respect to the NYLL’s minimum wage and overtime obligations (which are the salary minimums listed above). As a result, certain individuals could be exempt “executive,” “administrative” or “professional” employees for purposes of some provisions of the NYLL but not others, depending on their salary level.

Given that the wage levels for exempt employees have increased, employers should take a closer look at their payroll procedures. Furthermore, employers should also reevaluate their pay frequency policies in light of the rise in lawsuits.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

05/14/2024

Final Rule Under the Pregnancy Workers Fairness Act Announced By The EEOC


The Pregnancy Workers Fairness Act (PWFA) is being implemented by the U.S. Equal Employment Opportunities Commission (EEOC), which has released final rules and guidance outlining the obligations of employers under the Act. The PWFA will go into effect beginning on June 18, 2024.

The federal government, unions, government agencies, and public and private companies with 15 or more employees are all subject to the PWFA regulations. According to the PWFA, covered businesses must make a reasonable effort to accommodate a qualifying applicant's or employee's known physical or mental disabilities resulting from pregnancy, delivery, or other related medical conditions.

According to the final rule, making sure the lactation area is reasonably close to the employee's workspace, that it is cleaned on a regular basis, has electricity, seating and a surface area where a breast pump can be placed, and that it is reasonably close to a sink, running water, and a refrigerator for milk storage, are all examples of reasonable accommodations.

The EEOC’s final decision also includes a reasonable accommodation requirement, which is defined as a modification made to the workplace or standard operating procedures with the aim of eliminating or lessening obstacles to equal employment opportunity. Similar to other reasonable accommodations, it is only enforced so long as providing it doesn’t result in an "undue hardship" on the employer.

Although the regulations cover a wide range of accommodations, they identify four employment modifications that pregnant employees frequently request and that are almost always deemed to be reasonable accommodations that do not cause undue hardship:

Having water on hand or close by for consumption when necessary;
Permitting extra bathroom breaks as needed;
Allowing breaks for food and drink as needed;
Allowing standing for those whose work needs them to sit and sitting for those whose work requires them to stand.

Workers do not "need to identify a medical condition"; rather, they "need only communicate" to a covered employer their need for "an adjustment or change at work due to their limitation (a physical or mental condition related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions)." Workers can notify a manager, supervisor, human resources representative, or anybody else "who directs the employee's tasks" about their needs. Employers may "start an informal, interactive process" to "determine the appropriate reasonable accommodation," according to the final rule.

In advance of the PWFA going into effect on June 18, 2024, employers should review their current accommodations and policies to make sure they are in compliance with the updated rules and regulations.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

04/30/2024

Important Updates For Employers in the 2024-2025 New York State Budget

The New York State budget for 2024-2025 was approved on April 20, 2024, and Employers need to prepare for some significant legal changes in the workplace, including:

Pre-Natal Leave For Pregnant Employees: Beginning on January 1, 2025, Employers will soon have to offer 20 hours of paid maternity leave annually to their staff. Pregnant employees may use this leave to attend associated medical appointments, tests, procedures, and consultations with healthcare providers in addition to taking it during the employee’s pregnancy. This leave is in addition to the current 40–56 hours of paid sick leave that are required by State law and may be used in hourly increments, depending on the size of the Employer. While taking this leave, employees must be paid at their regular rate of pay.

Paid Lactation Breaks: New York State currently grants employees reasonable unpaid break time for the purpose of expressing breast milk, at least three (3) hours or as otherwise reasonably requested by the employee. However, beginning on June 19, 2024, nursing mothers will have the right to paid break time in order to express breast milk during the workday. Employees may also make use of the current paid meal and break periods for any duration longer than thirty (30) minutes.

Ending Covid-19 Sick Leave: The New York State 2024-2025 budget includes a measure to repeal the State’s Covid-19 related sick requirements. Employers are currently required by the State's sick leave policy to offer their staff members 0–14 days of paid time off (contingent on the size of the business) if they are under a mandatory quarantine or isolation order because of COVID-19. This leave requirement will expire on July 31, 2025, which is one year later than the original plan to have the statute sunset this July.

The New York State budget will bring notable changes for companies to navigate. To guarantee compliance with the changes brought about by the budget, you should examine and maybe revise your policies and procedures. This includes updating your employee handbook to reflect the most recent standards for paid parental leave and accommodations for nursing mothers. To make sure they are aware of the new regulations and how they will affect your workplace, you should also train your managers and HR personnel.

We will keep an eye on any new developments.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.


Firm Practice Areas:
Labor Relations and Employment Law
Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation

Disclaimer

04/25/2024

A New Rule By The Federal Trade Commission Bans Non-Competes

On April 23, 2024, the Federal Trade Commission issued a final rule banning non-competes nationwide, which prohibits employees from working for rival companies.

After the new FTC regulation takes effect, the great majority of workers' non-compete agreements will no longer be enforceable. The FTC's final regulation permits the continuation of non-competes that are already in place for senior executives, who make up less than 0.75% of the workforce. However, employers are prohibited from entering into or seeking to enforce any new non-competes.

By the date of effective notice, employers are required to give workers a clear and obvious notice that their non-compete agreement is no longer in existence and that it cannot be lawfully enforced against them. The rule is set to go into effect within four (4) months.

The FTC's final regulation will be challenged by the US Chamber of Commerce, but for the time being, employers need to get ready to comply.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.


Firm Practice Areas:
Labor Relations and Employment Law
Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation



Franklin, Gringer & Cohen, P.C.
666 Old Country Road, Suite 202,
Garden City, NY 11530
(516) 228-3131

Contact Us

03/13/2024

New York City Announces the Release of Workers' Bill of Rights Poster



The Workers' Bill of Rights poster was released by the New York Department of Consumer and Worker Protection (DCWP) on March 1, 2024. The Workers' Bill of Rights is intended to provide employees with a comprehensive overview of workers' rights in New York City workplaces.

The Workers' Bill of Rights also contains information about the rights that the Department of Consumer and Worker Protection (DCPW) enforces. These include:

Paid safe and paid sick leave;
New York Fair Workweek Law;
Minimum wage law;
Employees' right to unionize;
Paid Family Leave; and
Employees' rights to unemployment benefits.

Starting July 1, 2024, New York City employers must distribute Workers' Bill of Rights to all employees, display it prominently, and post it on their website or mobile app.

Employers will receive a warning for the first violation; however, for any subsequent violations, a $500 civil penalty will be issued. Employers should, therefore, keep a close eye on compliance. A link to the poster is below.

https://www.nyc.gov/assets/dca/downloads/pdf/workers/KnowYourRightsAtWorkPoster.pdf

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

02/15/2024

Governor Kathy Hochul signed a bill amending and clarifying New York’s credit card surcharge rules. Businesses are required to comply with the modified credit card fee rules beginning immediately.

Businesses are still not allowed to state one price but then raise the cost when a customer elects to pay with a credit card at the time of check out.

An example of prohibited behavior is when a company advertises one price and then charges a customer a surcharge when paying by credit card or puts up a sign saying, “All credit card purchases will incur a 3% service charge.”

Companies in New York State are allowed to charge a processing fee/surcharge to customers; however, this fee must be included in the advertised price, and the advertised price must be clearly posted. Moreover, the updated law states that the fee/surcharge may not exceed the fee charged by the credit card company.

Businesses can offer a two-tiered pricing system, as long as both a cash price and credit card price are advertised.
A $500 penalty can be incurred for each violation of the updated law.

Companies should review their ongoing business practices to ensure that they are in compliance.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

Firm Practice Areas:
Labor Relations and Employment Law
Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation

Disclaimer

02/02/2024

NEW YORK CITY EMPLOYERS 2024: WORKERS’ BILL OF RIGHTS & POSTING REQUIREMENT

On November 2, 2023, the New York City Council passed a bill to mandate the creation of a Workers’ Bill of Rights which will take effect on July 1, 2024.
The Workers’ Bill of Rights will provide a detailed overview of the rights that New York City employees, prospective employees and independent contractors have under federal, state, and local law.
The New York City Workers’ Bill of Rights will:
• Inform employees of their rights to form a union;
• Find out which labor laws—whether federal, state, or local—protect employees and independent contractors; and
• Explain that these rights apply regardless of immigration status.
New York City Employers will be obligated to:
• Post the Workers’ Bill of Rights in an area that is accessible and visible to employees;
• Make the Workers’ Bill of Rights available online or on its portable application if these are the methods routinely used to speak with employees;
• Ensure that both current and new employees are provided with a copy of the Workers’ Bill of Rights; and
• The Workers' Bill of Rights must be written in English as well as any language that employees speak as their first language if the City has published it in that language.
Noncompliance will result in a civil penalty of $500; however, for the first violation, employers will be given thirty (30) days to correct the violation.
The Worker’s Bill of Rights is expected to be posted on the New York City website by March 1, 2024.
If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

12/29/2023

NEW YORK STATE’S ‘FREELANCE ISN’T FREE ACT’: WHAT YOUR COMPANY NEEDS TO KNOW

A new law, signed by Governor Kathy Hochul, seeks to ensure certain protections for freelance workers throughout the State. The law, which was signed on November 22, 2023, will take effect on May 20, 2024.

The law requires that a hiring company that retains the services of a freelance worker set the terms of that relationship in a written agreement. The agreement must include an itemized list of the services the freelancer is providing, their value, the hiring party’s payment deadline, and the rate and method of payment. These agreements must be kept by the hiring company for a minimum of six years.

The New York State Department of Labor (NYS DOL) has stated it will publish example contracts on its website before the law takes effect.

Freelance workers have the option to file a lawsuit in court or report allegations of violations of this law with the New York State Department of Labor once the law takes effect. Retaliation for exercising these rights is prohibited.

If you have any questions regarding this or any other labor and employment law issue, please contact an attorney at Franklin, Gringer & Cohen, P.C. at 516-228-3131.

Firm Practice Areas:
Labor Relations and Employment Law
Commercial Transactions and Litigation
Commercial and Residential Real Estate
Matrimonial and Family Law
Collections
Personal Injury and Medical Malpractice Litigation
Business Planning and Formation

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666 Old Country Road, Ste 202
Garden City, NY
11530

Telephone

+15162283131

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