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New York Government Contractors: What you need to know

Every contract with the state or a municipality for the construction, alteration, or repair of any public building or public work; or for the manufacture, sale, or distribution of materials, equipment, or supplies must contain a provision stating that the contractor will not discriminate in hiring or employment on the basis of race, creed, color, sex, national origin, sexual orientation, age, disability, genetic predisposition or carrier status, or marital status. Violations of this law can result in fines of $50 for each person discriminated against per day. A second or any subsequent violation may result in the cancellation of the contract.
For a contract to be performed in the state for the construction, alteration, or repair of any public building or public work or for the manufacture, sale, or distribution of materials, equipment, or supplies, contractors and subcontractors may not discriminate in hiring on the basis of race, creed, color, disability, sex, or national origin (NY Exec. Law Art. 15, Sec. 296; NY Lab. Law Art. 8 Sec. 220-e).
In order for the contracting laws to apply to a project, a public entity must be a party to a contract involving the employment of laborers, workers, or mechanics; and the contract must concern a public work project. To be public work, the project’s primary objective must be to benefit the public. Ownership (public or private) is also a factor in determining whether a project is public work. Funding of the project is not considered in determining whether the contracting rules apply.
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Hours of work. No laborer, worker, or mechanic working for a contractor or subcontractor engaged in the performance of any public work project is permitted to work more than 8 ...

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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