HR, payroll, and finance leaders at post-acute and long-term care providers need a defensible way to calculate and retroactively adjust pay for live-in and overnight caregivers in New York, including wage parity, the 13-hour rule, sleep-time exclusions, and exemption status. The problem is ensuring compliant payroll outcomes (regular rate, overtime premiums, and taxable wages) when schedules change after a pay period is finalized.
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This information is for educational purposes only, and not to provide specific legal advice. This may not reflect the most recent developments in the law and may not be applicable to a particular situation or jurisdiction.