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NY LS 59 2015-2025 free printable template
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Notice and Acknowledgement of Pay Rate and Payday Under Section 195.1 of the New York State Labor Law Notice for Exempt Employees 1. Employer Information Name: Doing Business As (DBA) Name(s): VEIN
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Guide to NY LS 59 2 Form
What is the NY LS 59 form?
The NY LS 59 form, officially known as the 'Notice and Acknowledgement of Pay Rate and Payday,' is a legal document that serves to inform employees about their compensation details. Understanding this form is crucial for maintaining compliance with Section 195.1 of the New York State Labor Law, ensuring transparency in employer-employee relationships.
Who needs to fill out the LS 59 form?
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Employers are responsible for providing this form to their employees in a timely manner.
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All employees receiving wages governed by this law are eligible to receive and must understand the form’s implications.
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The LS 59 form must be provided before the employee starts working or when there is a change in pay rate.
What are the sections of the LS 59 form?
The LS 59 form comprises specific sections that gather essential information about the employer and the employee’s pay. Each section plays a critical role in ensuring compliance and transparency.
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This section requires the employer's name, Doing Business As (DBA), FEIN, and physical address, ensuring legal identification.
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Employers must detail the type of pay—hourly, salary, day rate, or piece rate—as per the job agreement.
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This section lists any allowances, such as tips or lodging, and how they may impact the employee's overall compensation.
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Specifies pay frequency options, such as weekly or bi-weekly, ensuring clarity on when employees will be paid.
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Clarifies the overtime pay rate and applicable regulations to ensure compliance with labor laws.
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This important section requires the employee's signature to confirm understanding and receipt of the information.
How to fill out the LS 59 form?
Filling out the NY LS 59 form accurately is crucial for compliance and avoiding legal issues. Here’s a step-by-step guide to ensure all necessary information is provided correctly.
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Collect all required information such as the employee's pay rate and employer details before starting.
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Carefully complete each section of the form, ensuring accuracy to uphold legal requirements.
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Before finalizing, review the form to catch any errors to prevent common mistakes.
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Ensure the employee signs the form to acknowledge receipt and understanding of the pay details.
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Provide copies to the employee and keep one for your records for legal compliance.
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Using pdfFiller also allows for seamless collaboration, ensuring that all team members can access the most updated documents at any time.
What are best practices for legal compliance?
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Keep accurate records of all issued LS 59 forms to comply with retention laws mandated by New York State.
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Regularly update your understanding of labor law requirements, as these can change and affect compliance obligations.
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Inform employees about their rights regarding pay and the significance of reviewing their LS 59 forms.
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Be proactive in monitoring any changes in employee pay rates, ensuring timely updates to the LS 59 form.
Frequently Asked Questions about notice ls 59 form
What happens if an employer does not provide the LS 59 form?
Failure to provide the LS 59 form can lead to penalties and fines for employers. It also deprives employees of crucial information about their pay, leading to potential wage disputes.
Can the LS 59 form be provided electronically?
Yes, the LS 59 form can be provided electronically as long as the employee has access to the information and can acknowledge receipt. Employers must ensure that electronic delivery is secure.
How long should employers keep the LS 59 form on file?
Employers should retain the LS 59 forms for six years from the time they are issued, as required by New York State labor laws for record-keeping.
Is the LS 59 form necessary for all employees?
While all employees covered by the labor laws should receive this form, specific exempt employees may not require it. Employers should confirm their obligations based on employment classifications.
What are the consequences of inaccuracies on the LS 59 form?
Inaccuracies on the LS 59 form can result in legal consequences, including fines for the employer and confusion or disputes between the employer and employee regarding pay.
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People Also Ask about ls 59 form
What qualifies an exempt employee in NY?
Employees who are exempt from the FLSA's minimum wage and overtime laws include: executive, administrative, and professional employees and some computer workers; outside salespeople such as those who do sales away from the employer's place of business, like a door-to-door salesperson.
How many hours can a salaried exempt employee be forced to work in New York?
Work any number of hours each week: Employers are not restricted to a 40-hour work week. This means that your employer has the authority to require you to work more than 40 hours in a given calendar week. Of course, overtime laws apply to any hours over 40 worked in a calendar week.
What are the salary exempt requirements in New York State?
The salary threshold for exempt executive and administrative employees working in New York City, Westchester County and Long Island remains $1,125.00 per week.
What is the 7 minute rule in New York State?
When a New York City employer rounds up or down in 15-minute increments, the employer must cut off rounding down at 7 minutes. For example, if the employee works between 8 to 15 minutes, the employer must round the employee's time up to the next fifteen minutes.
What makes an employee exempt in NYS?
Employees who are exempt from the FLSA's minimum wage and overtime laws include: executive, administrative, and professional employees and some computer workers; outside salespeople such as those who do sales away from the employer's place of business, like a door-to-door salesperson.
What is the salary requirement for exempt employees in NYS?
Minimum Wage and Salary Exemption Threshold Increases In 2023, the minimum salary threshold for the executive and administrative exemption for every part of New York state except New York City, Long Island and Westchester County will increase from $990 a week to $1,064.25 a week.
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