rules Archives - Fingercheck

Katherine Muniz

Katherine is a New York-based digital writer who joined Fingercheck in 2015. She promotes Fingercheck through the power of the written word. She graduated from Fordham University with a B.A. in Communications and Media Studies with a focus on Journalism.

By: Katherine Muniz May 25, 2018

NYS Paid Family Leave Regulations in Effect

If you’re a New York City employer, you’re well aware of the implementation of the New York State Paid Family Leave Law which took effect on January 1, 2018. As the nation’s strongest family leave plan, employees are currently entitle

By: Katherine Muniz Apr 24, 2018

What to Know About New York’s Spread of Hours Law

If you’re an employer in New York State, you may have questions about the “Spread of hours” law. This refers to the wage and hour protections that entitle service industry workers to an extra hour of pay when they work a “spread of

Employee swipes Fingercheck paycard covered by federal and state paycard laws and regulations.

By: Katherine Muniz Feb 20, 2018

Paycard Laws: Federal and All 50 States

Paycards are employee debit cards that employers deposit wages onto. For employees who aren't banked, paycards are a speedier alternative to receiving paper checks and are sometimes preferred because they work much like direct deposit. Each

By: Katherine Muniz Jan 10, 2018

Do Employees Make More Working Night Shifts?

Working the night shift comes with its own detriments and risks, including fatigue, stress, and a higher risk of injury. For that reason, night shift workers and other workers working a less-than-desirable shift are known to be paid additi

Lit candle in church reflects observance while employer provides reasonable accommodation to employee who is practicing religious beliefs.

By: Katherine Muniz Oct 02, 2017

Reasonable Accommodation & Religion: How Far Does an Employer’s Obligation Go?

The legal obligation to provide reasonable accommodation to an employee's religious beliefs or practices in the workplace is enforced by the U.S. Equal Employment Opportunity Commission (EEOC). We recently touched upon this requirement in