The minimum wage for restaurant workers in New York varies depending on the job title, location, the restaurant you work at, and the date you read this. In addition, the number of employees who work in your restaurant may determine your minimum wage and, according to New York law, your employee list includes all the employees on the payroll of the restaurants you own, even if they work in different locations. With New York's vast number of restaurant laws, it can be difficult to keep up with them all. However, these laws provide a general level of protection for attendees and employees of New York's restaurants and must be followed. Restaurants can pay their employees twice a month, biweekly, weekly, or monthly, but they must inform employees of the day they will be paid.
Trusted has made the travel nursing experience easier by allowing nurses to apply directly to jobs without the need for recruiters. New York State does not require restaurants to offer employees paid or unpaid sick time, although businesses are still subject to the Family and Medical Leave Act, which generally applies to more serious health problems. Restaurants must also display the state minimum wage poster, in addition to the wage deduction poster and the specific tip poster for each restaurant, in their restaurant. Whether you have experience as a customer service associate, retail team member, cashier, restaurant waiter, head chef, cook, preparatory cook, self-service cashier, or any other restaurant or food service job title, it is important to understand New York's labor laws.
Read on to learn about some of the New York restaurant labor laws you need to know in this reference sheet. If the time between the start and end of an employee's working day exceeds 10 hours, that employee is entitled to an hour-sharing payment, which requires that an additional hour of minimum wage be paid per day. New York restaurants must offer at least twenty-four consecutive hours off work each week. This should be taken into consideration when drawing up your schedule and make sure your staff knows this when offering to change shifts. On the subject of break breaks, New York has no laws in place requiring restaurant managers to offer breaks to their employees.
Examples of discrimination include revoking access to health care during this period, firing employees for being absent, or not ensuring that the employee works “the same or comparable” upon return. So while you must occupy an employee's position during the leave period, you won't have to pay that employee's salary for hours that you haven't actually worked at your restaurant.