Steven Mitchell Sack Urges Employers to Act Now — or Risk Costly Labor Law Violations

NEW YORK, NY — December 23, 2025 — Millions of New York workers will start the new year with more money in their pockets as the state’s minimum wage increases again on January 1, 2026, according to New York employment attorney Steven Mitchell Sack.

Under the new law, the minimum wage will rise to $17 an hour in New York City, Long Island, and Westchester County, and $16 an hour in the rest of the state, up from $16.50 and $15.50, respectively, in 2025.

Sack, widely known as “The Employee’s Lawyer,” says the increase comes at a critical time for working families grappling with stubbornly high housing, food, and utility costs.

“New York is one of the most expensive places in the country to live, especially downstate,” Sack said. “For many workers, this raise isn’t a luxury — it’s a lifeline. It can mean the difference between falling behind and staying afloat when it comes to rent, groceries, and basic household bills.”

While workers stand to benefit, Sack warns that employers who fail to prepare could face serious legal consequences.

“Employers need to be proactive right now,” he said. “Payroll systems, wage schedules, and compliance policies should already be under review. Ignorance is no excuse under New York labor law, and failing to adjust wages—whether intentionally or accidentally—can expose companies to penalties, back pay, and lawsuits.”

Sack also urged employees to pay close attention to their first paychecks of the new year.

“If your employer doesn’t raise your pay as required, don’t assume it’s a mistake that will fix itself,” he said. “Workers have rights, and those rights are enforceable. If your paycheck doesn’t reflect the new minimum wage, you should speak with an employment attorney right away.”

The minimum wage increase continues New York State’s phased effort to address cost-of-living pressures and wage stagnation, particularly in high-cost regions like New York City and Long Island.

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 45 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                

NEW YORK, NY — December 3, 2025 — As Starbucks baristas in New York City escalate their “Red Cup Rebellion” labor actions, the coffee giant has agreed to pay nearly $38.9 million to settle sweeping allegations that it repeatedly violated the city’s Fair Workweek Law.

Prominent employment attorney Steven Mitchell Sack, known as “The Employee’s Lawyer^Ⓡ,” says the settlement is “a watershed moment” for fast-food workers nationwide.

The agreement, announced December 1 by the NYC Department of Consumer and Worker Protection (DCWP), Mayor Eric Adams, and DCWP Commissioner Vilda Vera Mayuga, resolves claims that Starbucks committed more than 500,000 scheduling violations since 2021. Regulators say the company “arbitrarily cut schedules,” restricted opportunities for extra hours, and “illegally prioritized profits over workers’ rights.”

Under the Fair Workweek Law, fast-food workers must receive regular schedules 14 days in advance, premium pay for last-minute changes, the right to decline additional hours, and first access to newly available shifts before new hires are brought in.

Of the nearly $39 million settlement, $35.5 million will be paid directly to more than 15,000 affected employees who worked at Starbucks between July 2021 and July 2024. The remainder will go toward penalties and enforcement costs.

“This settlement is a huge win for workers,” Sack said. “The scope of these violations — more than half a million — is staggering. Starbucks must not only compensate every employee harmed but demonstrate it is fully committed to fair scheduling going forward.”

The settlement comes as labor tensions at Starbucks continue to draw national attention, with New York City serving as a key battleground for organizing efforts.

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 45 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                

NEW YORK, NY — September 19, 2025 — With the Federal Trade Commission quietly backing off its ban on noncompete agreements, a leading employment law expert is urging job seekers to scrutinize employment contracts before signing.

Steven Mitchell Sack, nationally recognized employment attorney and author known as “The Employee’s Lawyer®,” says the FTC’s decision leaves millions of workers vulnerable to restrictive clauses that could limit their future job opportunities.

“The FTC walking away from defending its own rule means noncompete agreements are back — and enforceable — in many states,” Sack says. “If you’re taking a new job, you might also be agreeing not to work for a competitor after you leave, even if you’re laid off.”

Sack warns that noncompetes could have a chilling effect on workers in a softening job market.

“Fewer businesses are hiring, and these post-employment restrictions add unnecessary obstacles for job seekers,” he adds. “Before signing, talk to an employment law attorney — depending on your state, the clause may not be enforceable.”

The FTC’s original ban on noncompetes was hailed as a win for workers under the Biden administration. But as of this month, the agency has dropped its legal defense of the rule, effectively nullifying it.

Sack is available for interviews on:

• What job seekers need to know before signing employment contracts
• Which states enforce noncompete clauses — and which don’t
• How to negotiate or challenge restrictive covenants

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

 

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 45 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com

NEW YORK, NY — August 13, 2025 — With religious expression becoming a flashpoint in today’s politically charged workplace, nationally recognized employment attorney and author Steven Mitchell Sack, known as “The Employee’s Lawyer®,” is urging employers to walk a legal and ethical tightrope to protect religious freedom while preventing harassment and division among employees.

Sack, host of the podcast “Know Your Job Rights with Attorney Steven Sack” and author of the bestselling book “FIRED! Protect Your Rights & FIGHT BACK,” says the stakes have never been higher for companies navigating how much religious expression is too much — and when silence becomes discrimination.

“Respecting a worker’s faith is critical,” Sack says. “But when an employee crosses the line — telling others their religion is wrong or threatening eternal damnation — that’s no longer religious freedom. That’s harassment. And employers need to step in before it turns into a lawsuit.”

His comments follow recent high-profile legal developments, including the U.S. Supreme Court’s ruling in Groff v. DeJoy, which expanded the obligation of employers to accommodate religious practices under Title VII of the 1964 Civil Rights Act — unless such accommodation imposes an undue hardship on the business or creates a hostile work environment. Multiple federal appeals courts have agreed: religious rights are not a license to disrupt or intimidate in the workplace.

Under new federal guidelines and in light of increasing polarization around faith in public life, employers are now under pressure to get this right. As debates rage from the boardroom to the breakroom, Sack offers practical, legally sound advice to avoid costly missteps.

Steven Mitchell Sack is available for interviews on navigating religion in the workplace, employee rights, and best practices for HR and leadership teams.

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 45 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.

NEW YORK, NEW YORK — Attorney Steven Mitchell Sack, “The Employee’s Lawyer^®,” author of his latest book “FIRED! Protect Your Rights & FIGHT BACK If You’re Terminated, Laid Off, Downsized, Restructured, Forced to Resign or Quit,” and host of the podcast “Know Your Job Rights with Attorney Steven Sack,” says Starbucks might have gone too far on its new dress code policy.

The company announced that, beginning May 15, all baristas must wear a solid black T-shirt and blue or black denim pants or khakis as part of their outfit. The shirts can be long- or short-sleeved and can be collared or uncollared. Starbucks said it will offer two free T-shirts to each employee.

The purpose for the new dress code, according to the company, was to make the green aprons more prominent and provide its customers with “a more consistent coffeehouse experience” while employees “can focus on what matters most, crafting great beverages and fostering connections with customers.”

The unionized members known as Starbucks Workers United expressed their opposition to the dress code and said they will not comply until a labor agreement is reached. According to the union, they already negotiated a possible agreement on the dress code.

“Sometimes, there are good reasons to have a dress code at work,” Mr. Sack says. “People already know what they are going to wear, nobody will be distracted by someone else’s outfit that may be controversial or provocative and, in many cases, it can be seen as a team or morale builder. But companies can overstep their bounds when it comes to establishing a dress code. Some workers might not have the money to pay for their new work outfits. The worker could negotiate with the company for an allowance that would help them buy the clothes they need.”

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 44 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.                                                                                                         

MERRICK, NEW YORK — Steven Mitchell Sack, “The Employee’s Lawyer,” said the Youth Workers Bill of Rights has been long overdue and also said it will help younger workers understand their rights.

New York Governor Kathy Hochul recently announced the release of the state’s first-ever Youth Workers Bill of Rights, which was developed by the state Department of Labor in partnership with the Education Department. The purpose of this bill is to educate employees under the age of 18 about their rights as workers. It also provides protections for teen workers, including the right to the following: the minimum wage; a safe and discrimination-free workplace; and file a complaint without fear of retaliation.

The Labor Department also established a new Youth Worker Information Hub online. There, younger workers can learn how many hours they are allowed to work during the school day, how to make sure they are being paid the proper minimum wage and which occupations they are forbidden to work.

Last year, the Protect Youth Workers Pledge for businesses was released. As part of the pledge, companies agreed to make the worker’s safety and well-being a priority, report any suspected child labor violations to the Child Labor Taskforce and educate their younger employees on their rights and how to detect signs of labor trafficking.

According to Attorney Sack, “Once school ends, teenagers are looking for a job in an effort to show their employer they are responsible, but also to put money in their pockets. The sad thing is, their workplace experience can be very disillusioning, especially when they are cheated out of the salary they deserve, they face harassment or they are asked to perform life-threatening, dangerous tasks. I urge all younger workers to educate themselves on what their rights are on the job.”

For more information, call (917) 371-8000 or visit https://theemployeeslawyer.com/.

 

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About Steven Mitchell Sack
Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 44 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.

NEW YORK, NEW YORK — The New York State  Department of Labor has announced that the minimum wage will go up starting next year. Attorney Steven Mitchell Sack, “The Employee’s Lawyer^®,” author of his latest book “FIRED! Protect Your Rights & FIGHT BACK If You’re Terminated, Laid Off, Downsized, Restructured, Forced to Resign or Quit,” and host of the podcast “Know Your Job Rights with Attorney Steven Sack,” urges state employers to be mindful of this change when setting their workers’ salaries.

Effective January 1, 2024, the minimum wage will increase to $16.00 from $15.00 an hour for workers in Long Island, New York City, and Westchester County. For the rest of the state, employees will receive a raise from $14.20 to $15.00 an hour.

Salary rates have also been established for those who rely on tips. Tipped service workers such as barbers, hairstylists, and taxi drivers in Long Island, New York, and Westchester County will earn a cash wage of $13.35 an hour and a $2.65 tip credit. Tipped food service workers like waiters, waitresses, and baristas who work in these regions will receive a cash wage of $10.65 an hour and a tip credit of $5.35. For those outside the aforementioned areas, tipped service employees will receive a cash wage of $12.50 hourly, with a tip credit of $2.50; food service workers who are tipped will be paid an hourly cash wage of $10.00 and a tip credit of $5.00.

Home care aides will also see a bump in their salaries, according to the state Labor Department. Those who work in Long Island, New York City, and Westchester will receive an hourly wage of $18.55, compared to $17.00 the year before. For those throughout the rest of the state, they will see their salaries rise from $16.20 to $17.55 an hour.

“Soon, all employers who have hourly workers on their payroll must make the necessary adjustments,” Mr. Sack says. “These new rates must be set, as mandated by the state. If you receive an hourly wage and are not being paid the current rate, please contact an employment attorney immediately.”

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 44 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.

More Companies Are Hosting Festive Events Post-Pandemic, But Remote Workers Who Have Not Personally Interacted with Co-Workers in a While May Cause Problems

NEW YORK, NEW YORK — With the pandemic lockdown behind us, people are starting to return to the office and more companies are beginning to bring back the traditional holiday party. However, employers need to be concerned about their workers getting too much into the holiday “spirits.” Attorney Steven Mitchell Sack, “The Employee’s Lawyer^®,” offers suggestions on how companies can minimize litigation that may arise from situations brought on during corporate holiday parties.

The Baton Rouge Clinic cited numerous surveys that show a troubling trend regarding remote workers and alcohol use. The clinic found that one-third of those who worked from home during the pandemic were drinking. Another survey found that nine out of 10 employees still working remotely admitted to drinking alcohol during office hours and approximately 45% said they left the “office” early to grab a drink.

“The lack of personal interaction with fellow co-workers and their use of alcohol on the job may pose problems for companies at holiday parties,” Mr. Sack says. “They may continue to drink profusely and engage in unacceptable and inappropriate behavior around their colleagues.”

To avoid these situations, Mr. Sack advises companies to make the party an alcohol-free event; if alcohol is served, they should hire professional bartenders. “Companies should not have employees volunteer as bartenders,” he says. “They may not know how much their co-workers have had to drink. It is best to hire professional bartenders who know when to stop serving someone who has had too much.” If someone has imbibed too much, Mr. Sack says, the company should also consider offering a car or a rideshare service.

Mr. Sack also advises employers to email workers a “zero tolerance” memo for sexual harassment. “The document should define what constitutes inappropriate behavior and remind workers that anyone who commits sexual harassment before, during, or after the party will be subject to strict penalties, including possible immediate dismissal,” he says.

If photos are taken at the event, Mr. Sack says, they should be tasteful and discreet, especially if they are going to be posted on the company’s social media sites. “Posting photographs that are provocative or embarrassing can be detrimental to the business,” he says. “This is not the kind of publicity any company desires.”

Other tips Mr. Sack offers include:

● Schedule the party when office hours have concluded to avoid claims of failing to pay wages and overtime for hourly workers who attend the function or are required to attend.

● Consider having the event at a location away from, or not affiliated with, the company. This will reduce the risk of theft of company property, trade secrets, or other valuable assets that can go missing at such events.

● Refrain from discussing workplace issues with co-workers or supervisors. This may lead to arguments and bring down the mood during the festivities. Wait until the next workday to address them.

“The holiday season should be a time for celebration,” says Mr. Sack. “However, when rejoicing with colleagues during such festivities, employees should keep these instructions in mind. There is no need to ruin an enjoyable experience with unfortunate incidents that could have been easily avoided.”

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 44 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.

NEW YORK, NEW YORK — The U.S. Department of Labor has recently proposed a new rule that would raise the salary threshold for workers who work more than 40 hours a week and are eligible for overtime. If this is approved, it would mean an additional 3.6 million workers in the U.S. would receive time-and-a-half after 40 hours.

Attorney Steven Mitchell Sack, “The Employee’s Lawyer^®,” author of his latest book “FIRED! Protect Your Rights & FIGHT BACK If You’re Terminated, Laid Off, Downsized, Restructured, Forced to Resign or Quit,” and host of the podcast “Know Your Job Rights with Attorney Steven Sack,” says the Labor Department’s proposed rule would help those employees improve their way of life and bring some self-worth to themselves.

On August 30, the Labor Department issued a proposed rule that would raise the salary threshold to $55,068 annually — an increase of 54.8%. The proposed threshold is approximately $2,000 a year below the median national salary of $57,000.

The last time the threshold was raised was in 2019, when it was $35,369 annually; according to the Society for Human Resource Management, the amount from three years ago would be worth $42,594 a year today when adjusted for inflation. In 2016, then-President Barack Obama attempted to increase the threshold to $47,476 yearly, but, after legal challenges by state governments and business groups, a federal judge ruled against it.

Under the proposed DOL rule, store supervisors, restaurant managers and millions of hourly workers would be eligible for time-and-a-half pay if they work more than 40 hours a week. In addition, the agency is looking to update the threshold every three years and align it with “current wage data.”

“I believe the new DOL rule would get these workers out of difficult financial situations and allow them to take home the extra money that they deserve,” Mr. Sack says. “Most of these employees are overworked and underpaid. This proposed new rule would fix this injustice that employees have had to endure for years and pay them what they are worth.”

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 41 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.

NEW YORK, NEW YORK — The Federal Trade Commission (FTC) recently announced it has proposed a rule to ban companies from imposing noncompete clauses on their employees. The agency said that noncompetes put workers at a serious disadvantage and repealing these restrictions would increase the employees’ earnings by almost $300 billion a year.

Attorney Steven Mitchell Sack, “The Employee’s Lawyer^®,” author of his latest book “FIRED! Protect Your Rights & FIGHT BACK If You’re Terminated, Laid Off, Downsized, Restructured, Forced to Resign or Quit,” and host of the podcast “Know Your Job Rights with Attorney Steven Sack,” says the FTC’s proposed rule will embolden workers’ rights and provide them with better job opportunities in the future.

The FTC will soon be taking public comments on the proposed rule, which states that noncompete clauses result in unfair competition, in violation of Section 5 of the FTC Act. The agency further states that adding these clauses into employees’ agreements hinders economic development and entrepreneurship by preventing new companies from hiring workers from neighboring employers.

Mr. Sack has noted that this proposal is another example of the federal government continuing to support workers’ rights. “There is no reason why an employer should determine where an employee can and cannot work once they leave their job,” he says. “The FTC proposal will give workers the freedom to work wherever they want and make as much money as they want. I urge those who plan to submit a public comment to show their support for this rule.”

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing the workplace rights of employees, executives, and sales representatives for more than 41 years. He is a practicing labor and employment attorney, author of 20 books, a lecturer, syndicated radio talk show host, and host of the podcast “Know Your Job Rights with Attorney Steven Sack.” With attorney Scott A. Lucas, he obtained a $6.2 million jury verdict in 2015 on behalf of three pregnant employees and a favorable New York Court of Appeals decision for a group of waiters who were denied their fair share of tips that a caterer withheld. For more information, visit www.theemployeeslawyer.com.