AG
Akin Gump Strauss Hauer & Feld LLP
More
Akin is a law firm focused on providing extraordinary client service, a rewarding environment for our diverse workforce and exceptional legal representation irrespective of ability to pay. The deep transactional, litigation, regulatory and policy experience we bring to client engagements helps us craft innovative, effective solutions and strategies.
All New York and California employers should be aware of some changes that prohibit employers from requiring employees to repay certain amounts in the event they leave employment prior to a set date.
United States
California
New York
Employment and HR
To print this article, all you need is to be registered or login on Mondaq.com.
Article Insights
Akin Gump Strauss Hauer & Feld LLP are most popular:
within Litigation, Mediation & Arbitration and Real Estate and Construction topic(s)
All New York and California employers should be aware of some
changes that prohibit employers from requiring employees to repay
certain amounts in the event they leave employment prior to a set
date. These are commonly known as “stay or pay”
agreements. Both New York and California recently enacted laws
regulating these types of agreements, though the laws currently
differ in key ways.
In light of these legal changes, all New York and California
employers should review any agreements with employees to ensure
compliance with these laws. In particular, California employers
should ensure that sign-on bonus terms and tuition repayment
provisions are in standalone agreements and meet AB 692’s
conditions. Employers should also continue to monitor the proposed
amendments to New York’s law.
self
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.