You just received a better job offer. The pay is higher, the role fits your career goals, and you are ready to make a move. But before you give notice, you pull out your employment contract — and there it is: a clause saying you owe your current employer $12,000 in "training repayment" if you leave within two years. That scenario plays out every week across New York City. Employers have used these so-called "stay-or-pay" provisions for years to discourage workers from leaving

Falls from ladders, scaffolds, and elevated work platforms are among the most common causes of life-changing injuries on New York job sites. When a fall occurs because the “protection” did not actually protect you, New York law can shift accountability to those who controlled the worksite. A new appellate decision, Rojas v. 616 First Ave., LLC , (2026 NY Slip Op 00164) (2d Dept. Jan. 14, 2026), exemplifies how courts look beyond the label on a safety device and focus on what

Protecting Your Commissions is a practical guide for commission-based employees navigating unlawful clawbacks and forfeiture provisions under New York law. It explains when commissions are legally “earned,” why many employer “advance” and “draw” arrangements are unenforceable, and how doctrines like prevention and good faith limit employer control. Clear, statute-driven, and grounded in real disputes, the book shows employees how to identify violations and protect pay they ri

legal Labyrinth I. Introduction Navigating the choppy waters of workplace discrimination requires more than just a moral...