Paid Sick Leave Law Impacts All New York Employers Starting September 30, 2020
September 5, 2020
If your current paid time off (PTO), vacation, or paid sick time policies do not meet or exceed the new standard set by the New York State Paid Sick Leave Law, SimcoHR can assist you with putting together a policy that satisfies this requirement. Give us a call at (585) 750-3246.
On April 3, 2020, New York enacted a long-expected statewide Paid Sick Leave Law impacting all private employers in NY. The law’s leave accrual provisions take effect September 30, 2020; however, employers are not required to provide sick leave to any employee until January 1, 2021.
Under the law, sick leave must be accrued by each employee at a rate of 1 hour per 30 hours worked. The total amount of sick leave for which an employee is eligible in a calendar year, and whether such leave is paid or unpaid, depends on the size of the employer, as follows:
- For an employer with 4 or fewer employees in any calendar year and net income of $1 million or less in the previous tax year, each employee is entitled to up to 40 hours of unpaid sick leave;
- For employers with 4 or fewer employees in any calendar year and net income greater than $1 million in the previous tax year, each employee is entitled to up to 40 hours of paid sick leave;
- For employers with between 5 and 99 employees in any calendar year, each employee is entitled to up to 40 hours of paid sick leave; and
- For employers with 100 or more employees in any calendar year, each employee is entitled to up to 56 hours of paid sick leave.
An employee may use leave in partial-day increments, but an employer may set a minimum increment of not more than four hours. Unused sick leave must be carried over to the next calendar year, but an employer may cap annual usage at 40 hours (for small employers) or 56 hours (for employers with 100 or more employees).
Qualifying reasons for the use of sick leave include:
A mental or physical illness, injury, or health condition of the employee or a family member, regardless of whether such illness, injury, or condition has been diagnosed or requires medical care at the time (that leave is requested);
The diagnosis, care, or treatment of a mental or physical illness, injury, or health condition of, or
the need for medical diagnosis of, or preventive care” for the employee or a family member; or
An absence from work due to any of the following reasons when the employee or a family member has been the victim of domestic violence, a family offense, sexual offense, stalking, or human trafficking: to obtain services from a domestic violence shelter, rape crisis center, or other services program.
- To participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family members;
- To meet with an attorney or other social services provider to obtain information and advice on and prepare for or participate in any criminal or civil proceeding;
- To file a complaint or domestic incident report with law enforcement;
- To meet with a district attorney’s office;
- To enroll children in a new school; or
- To take any other actions necessary to ensure the health or safety of the employee or the employee’s family member or to protect those who associate or work with the employee.
- The law also restricts the information an employer can request from an employee requesting paid sick leave, like disclosure restrictions in some local sick leave laws, such as the New York City Safe and Sick Leave Act.
Paid sick leave must be paid at the employee’s regular rate of pay. Upon returning to work following leave, an employee must be restored to the same job position with the same pay and other terms and conditions of employment.
An employer is not required to pay out unused sick leave upon an employee’s termination, resignation, retirement, or other separation from employment.
If an employer’s voluntary sick leave policy already meets or exceeds all requirements of the new sick leave statute, the employer is not required to provide any additional leave.
The law permits a unionized employer to negotiate to provide a comparable benefit, in the form of leave, compensation, other employee benefits, or some combination thereof, in lieu of the sick leave required under the law, provided that the collective bargaining agreement refers specifically to the paid sick leave law.
New York employers may want to consider initiating the following measures before the law’s effective date:
- Reviewing current sick leave policies and updating, as necessary;
- Monitoring and reviewing guidance published by the New York State Department of Labor; and
- Training supervisory and managerial employees, as well as human resources professionals, on the requirements of the law.
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At Simco, we’re proud to be a trusted isolved Network Partner , which means the Human Capital Management (HCM) technology we deliver to our clients is powered by isolved People Cloud™. And now there’s even more reason to celebrate: isolved has been recognized as the #1 SMB HCM provider across the entire employee lifecycle in Sapient Insights Group’s 28th Annual HR Systems Survey. This annual survey is one of the most respected benchmarks in the HR technology industry. With feedback from over 4,500 HR professionals, Sapient Insights captures the real voice of the customer by evaluating vendors across two critical areas: User Experience (UX) and Vendor Satisfaction (VS). isolved earned an impressive 38 badges this year, the most awarded SMB vendor for the second year in a row, and ranked #1 in 13 different SMB categories . Breaking Down the Results isolved’s recognition wasn’t limited to a single function. It spanned the entire employee lifecycle, covering everything from payroll and benefits to recruiting and workforce management. Highlights from the survey include: Payroll — Ranked #1 in both User Experience and Vendor Satisfaction for SMBs Core HR — #1 in Vendor Satisfaction Benefits — #1 in User Experience Recruiting — #1 in both User Experience and Vendor Satisfaction Time & Attendance — #1 in both User Experience and Vendor Satisfaction Skills Management — #1 in User Experience Rewards & Recognition — #1 in User Experience In addition, isolved placed in the Top 5 across numerous other categories like onboarding, learning, performance management, workforce scheduling, and contingent management. What does this mean? isolved’s solution isn’t just strong in one area, it’s consistently delivering across all the areas that matter most for small and mid-sized businesses. Why This Matters for SMBs Today’s SMBs face more challenges than ever. Recruiting is competitive, employee expectations are higher, and compliance requirements grow more complex every year. Business owners often find themselves piecing together multiple vendors to handle payroll, HR, benefits, and insurance, adding complexity and risk. isolved’s sweep across the Sapient Insights report shows that SMBs no longer have to choose between great payroll software and effective talent tools, or between benefits management and workforce scheduling. With isolved, the technology already covers the full employee lifecycle, validated by real-world HR pros. From Recognition to Results isolved’s 38 badges and top rankings validate what our clients experience every day: Accuracy and trust in payroll with fewer errors and compliance risks. Simplified benefits administration that keeps employees happy and businesses competitive. Recruiting and onboarding tools that make hiring more effective. Time and scheduling solutions that align workforce needs with operational efficiency. These results aren’t just about technology; they’re about enabling SMBs to compete, thrive, and support their people better. The Simco Advantage: More Than Just Software Here’s the ultimate key: technology is only half of the solution. Technology is powerful, but the real impact comes from how it’s put into practice. At Simco, we go beyond simply providing software. We deliver a fully integrated HCM and advisory solution that ties every part of workforce management together. Here’s what sets us apart: One Point of Contact: A dedicated resource who understands your business and ensures your HCM, HR, benefits, insurance, and retirement services work in sync. All-in-One Partner: From payroll and HR to insurance and 401(k) plans, we eliminate the hassle of juggling multiple vendors. Advisory + Optimization: We don’t just implement technology. We guide you in using it to strengthen compliance, employee engagement, and growth strategies. As your business grows, your needs change. By pairing isolved’s award-winning technology with Simco’s hands-on expertise, we help you stay ahead, operate more efficiently, and build better employee experiences. Key Takeaways isolved’s recognition in the Sapient Insights report shows that SMBs have access to enterprise-grade HR technology tailored for their needs. And with Simco as your partner, you’ll never have to choose between the strength of your platform and the quality of your service; you’ll have both. Want to see how Simco + isolved can streamline your payroll, HR, benefits, and more? Contact us today.
In today’s digital-first world, small and mid-sized businesses are just as vulnerable, if not more so, than large corporations when it comes to cyberattacks. Limited budgets, fewer in-house IT resources, and the perception of being “too small to target” often leave business owners dangerously exposed. The reality? Hackers don’t discriminate based on size; they look for the easiest entry points. Here are the top five mistakes businesses make, how to avoid them, and what steps you can take today to protect your company, your employees, and your bottom line. 1. Relying on Weak or Outdated Passwords Passwords are often the first line of defense, and also the weakest. Too many businesses rely on simple or reused passwords that can be cracked in seconds with modern tools. The Modern MFA Landscape While passwords remain standard, multi-factor authentication (MFA) has become the new baseline. However, how you implement MFA matters: Avoid email for MFA codes. If a phishing attack compromises an employee’s inbox, bad actors can intercept the code and access sensitive systems. SMS is better but not bulletproof. Text messages provide an extra layer of security but can still be intercepted. Authenticator apps are the gold standard. Tools like Authy, Microsoft Authenticator, or Google Authenticator create time-based one-time codes that aren’t tied to email or SMS. Forward-looking companies are also exploring passwordless authentication, a model that reduces dependence on static credentials altogether. Until then, tightening password hygiene and upgrading MFA methods should be immediate priorities. 2. Overlooking Employee Training Even the most advanced cybersecurity tools can’t stop an employee from clicking a malicious link or downloading infected files. Human error remains the biggest vulnerability in most organizations. What Employees Need to Know Instead of broad, once-a-year sessions, ongoing training should focus on real-world risks employees face daily. Consider including: How to spot suspicious links and attachments Why “urgent” or “CEO fraud” emails are red flags Safe internet practices for remote or hybrid workers How to report suspicious activity without fear of blame Building a Culture of Cyber Awareness Cybersecurity isn’t just an IT issue; it’s a company-wide culture. Leadership should model secure behavior and celebrate employees who catch threats. Over time, security becomes second nature rather than an afterthought. 3. Neglecting Regular Software Updates Software vendors release updates for a reason: to fix vulnerabilities. Delaying or ignoring these updates gives hackers a direct pathway into your systems. The Risk of Outdated Systems Running outdated operating systems, browsers, or applications often leaves “open doors” attackers can exploit. Businesses that don’t patch quickly enough have been at the center of major breaches. Automating updates or assigning a designated IT contact for patch management ensures vulnerabilities are closed before they can be exploited. Even for smaller businesses without dedicated IT staff, outsourced providers or managed IT services can fill this role affordably. 4. Failing to Prepare an Incident Response Plan (IRP) Too many businesses wait until a breach happens to figure out how to respond. By then, panic sets in, time is lost, and the financial damage increases. Why an IRP Matters An Incident Response Plan is essentially a playbook for what your business will do in the first 24–72 hours after an attack. It should outline: Who is responsible for containment and communication Steps for isolating affected systems Legal or regulatory reporting requirements How to restore backups and resume operations Tip: Run Cybersecurity Fire Drills Just like fire drills, businesses should run simulated cyber incidents. Testing your IRP helps employees understand their roles and uncovers gaps before a real attack occurs. 5. Assuming Insurance Alone Is Enough Some business owners mistakenly believe their general liability insurance will cover cyber-related losses. Unfortunately, most policies exclude data breaches, ransomware, or social engineering scams. The Role of Cyber Liability Insurance Cyber liability insurance fills these gaps by covering costs like forensic investigations, customer notifications, legal fees, regulatory fines, and even ransom payments (where legal). For small businesses, this coverage can mean the difference between survival and bankruptcy after a breach. But insurance should never replace prevention. Instead, think of it as a financial safety net that complements strong security practices, not one that replaces them. Click here to learn more about how Simco’s Commercial Insurance team can help protect your business with cyber and data breach coverage and beyond. Secure Your Business for the Future Cybersecurity is no longer optional for businesses; it’s a core part of protecting your employees, customers, and reputation. By addressing these five common mistakes, you’ll not only reduce your risk of an attack but also build trust with clients who want assurance that their data is safe in your hands. Taking proactive steps now, including strengthening authentication, investing in training, creating an IRP, and supplementing with cyber liability insurance, can save untold amounts of money, stress, and reputational damage later.
Open Enrollment season is just around the corner, running from October 15 to December 7 for Medicare and November 1 to January 15 for Marketplace/individual health plans (NYSOH in New York) . This is the annual window when you can review, change, or enroll in health insurance and Medicare coverage. But with deadlines, plan changes, and fine print to consider, many people unintentionally leave themselves exposed to gaps in coverage: periods when they aren’t insured. These gaps can lead to unexpected costs, denied claims, and stress for you and your family. Here’s how to make sure your coverage is seamless heading into 2026. 1. Know Your Enrollment Dates Missing the open enrollment deadlines is the most common cause of coverage gaps. Mark your calendar for: Medicare Open Enrollment : October 15 – December 7, 2025 Health Insurance Marketplace (NYSOH in NY) : November 1, 2025 – January 15, 2026 Employer-Sponsored Benefits : Dates vary by employer Tip: Don’t wait until the last week. Plans can take time to process, and waiting until December may mean your new coverage isn’t active on January 1. 2. Review Any Notices From Your Current Plan Insurance companies often send letters in the fall about plan changes for the upcoming year. Some plans are discontinued, premiums may rise, or provider networks may shrink. If you ignore these notices, you could roll into a plan that doesn’t meet your needs, or worse, be left without coverage. Check your mail and email for plan notices and share them with a licensed agent if you need help understanding the changes. 3. Don’t Assume Last Year’s Plan Is Still Best Healthcare needs change year to year, and so do insurance options. Prescriptions, providers, or even your financial situation may mean another plan is a better fit. Sticking with last year’s plan without comparing options could result in higher costs or limited benefits. Make a list of your current doctors, prescriptions, and expected healthcare needs for 2026. Use this to compare plans carefully. 4. Watch for Coverage Overlaps or Lapses Switching from one plan to another? Be mindful of dates. Sometimes old coverage ends before new coverage begins, leaving a gap. Other times, both plans overlap, causing billing confusion. Confirm your effective date for the new policy. For most enrollments completed by December 7 (Medicare) or December 15 (Marketplace), coverage will start January 1. 5. Get Help From a Licensed Professional Navigating Medicare Advantage, Part D, Medigap, or Marketplace health plans can feel overwhelming. Working with a licensed agent can help ensure your coverage aligns with your needs, and that you won’t face any surprises when you need care. Reach out to Simco’s licensed agents for one-on-one guidance. We’ll walk you through your options and help you avoid coverage gaps. Final Thoughts Avoiding gaps in coverage during open enrollment comes down to being proactive, reviewing your options, and enrolling on time. Don’t wait until the last minute. Give yourself the peace of mind that you and your family will be covered heading into 2026. Simco’s licensed agents are here to help. Whether you’re reviewing Medicare plans, Marketplace options, or supplemental coverage, we’ll make sure you stay protected without interruption. Contact us today to schedule your coverage review before open enrollment begins.
