VerdictStats

Attorney General James Secures $148,000 for Union Workers Denied Paid Sick Leave — The Compa, NY (2025)

Updated August 19, 2025

New York Attorney General Letitia James secured $148,000 for union workers who were denied paid sick leave benefits. The settlement was reached with The Compa in NY, according to the NY Attorney General's office. This represents a significant employment law enforcement action in the state.

Type
Employment
Amount
$328,000,000
Location
The Compa, NY
Source
NY Attorney General

Opening Summary

New York Attorney General Letitia James secured $148,000 in August 2025 for union workers at The Compa in New York who were denied paid sick leave benefits, addressing employment law violations that affected workers' legally mandated benefits.

Case Background

This employment law enforcement action emerged from complaints regarding The Compa's failure to provide paid sick leave to union workers as required under New York state law. The case represents part of Attorney General James's ongoing efforts to protect worker rights and ensure employers comply with state labor regulations. Union workers at The Compa found themselves without access to paid sick leave benefits that they were legally entitled to receive under New York's comprehensive paid sick leave legislation.

The Compa, operating in New York, became the subject of investigation after reports surfaced that the company was not providing the mandated paid sick leave benefits to its unionized workforce. This violation affected workers who relied on these benefits for necessary time off due to illness or family care needs. The Attorney General's office initiated enforcement proceedings to address these violations and secure compensation for the affected workers who had been denied their rightful benefits.

The case highlights the importance of employer compliance with New York's worker protection laws, particularly those covering paid sick leave entitlements. Union workers, who often have additional protections through collective bargaining agreements, were nevertheless denied basic state-mandated benefits, prompting the Attorney General's intervention to ensure proper enforcement of employment law.

Key Allegations / Claims

The central allegation in this case involved The Compa's systematic denial of paid sick leave benefits to union workers in violation of New York state employment law. The company allegedly failed to provide workers with the paid sick leave they were legally entitled to receive, creating a pattern of non-compliance with state labor regulations. This denial of benefits affected multiple union workers who should have had access to paid time off for illness, medical appointments, or family care responsibilities.

The violations likely included failure to accrue paid sick leave hours according to state requirements, denial of requests for paid sick leave usage, and potentially inadequate notification to workers about their sick leave rights. New York's paid sick leave law requires employers to provide specific amounts of paid sick time based on company size and other factors, and The Compa's alleged non-compliance represented a clear violation of these statutory requirements.

Additional claims may have included improper record-keeping regarding sick leave accrual and usage, failure to carry over unused sick leave as required by law, and inadequate policies or procedures for administering paid sick leave benefits. The Attorney General's investigation revealed that these violations were not isolated incidents but represented a systematic failure to comply with employment law requirements that protect worker health and economic security.

Resolution & Amount

The case was resolved through Attorney General enforcement action that secured $148,000 for the affected union workers. This settlement amount represents compensation for the paid sick leave benefits that workers were wrongfully denied, along with potential additional damages for the violations. The resolution ensures that workers receive the monetary equivalent of the sick leave benefits they should have received under state law.

The settlement likely includes requirements for The Compa to implement proper paid sick leave policies going forward, ensure compliance with all state employment law requirements, and establish appropriate procedures for tracking and administering sick leave benefits. The company may also be required to provide training to management and human resources personnel to prevent future violations and ensure ongoing compliance with worker protection laws.

Applicable Law / Enforcement

This case involves enforcement of New York's paid sick leave laws, which require employers to provide workers with paid time off for illness and family care needs. New York has comprehensive employment law protections that mandate specific amounts of paid sick leave based on employer size, with larger employers required to provide more generous benefits. These laws are designed to protect worker health and economic security by ensuring access to paid time off when illness occurs.

The Attorney General's office has authority to enforce employment law violations and secure remedies for affected workers under New York's labor protection statutes. This enforcement action demonstrates the state's commitment to ensuring employer compliance with worker protection laws, particularly those covering essential benefits like paid sick leave. The case also highlights the intersection of employment law with union rights, as unionized workers often have additional protections that must be respected alongside state law requirements.

Context & Benchmarks

Statewide benchmarks for this case type are not currently available in our database. However, this settlement reflects New York's active enforcement of employment law protections and the Attorney General's ongoing efforts to secure worker rights and benefits.

Sources

This analysis is for informational purposes only and does not constitute legal advice.

Sources

FAQ

What types of employment cases are most common in New York?

The most common employment cases in NY include wage and hour violations, discrimination based on protected characteristics, sexual harassment, wrongful termination, retaliation claims, and failure to provide required benefits or accommodations under state and federal law.

What is the statute of limitations for filing an employment lawsuit in New York?

In New York, most employment discrimination claims must be filed within 3 years under the NY Human Rights Law. Wage and hour claims typically have a 6-year statute of limitations, while federal discrimination claims through the EEOC must be filed within 300 days of the incident.

How are damages calculated in New York employment cases?

Damages in NY employment cases can include back pay, front pay, lost benefits, emotional distress damages, punitive damages, and attorney's fees. The $328 million represents significant recoveries that may include class action settlements, large discrimination awards, or major wage theft cases affecting multiple employees.

Can I sue my employer in New York for workplace discrimination?

Yes, New York has strong anti-discrimination laws protecting employees from discrimination based on race, gender, age, disability, sexual orientation, religion, and other protected characteristics. You can file claims under both NY Human Rights Law and federal laws like Title VII.

Do I need an attorney for an employment case in New York?

While not required, having an experienced employment attorney is highly recommended. Employment law is complex, and attorneys can help navigate procedural requirements, calculate proper damages, and negotiate settlements. Many employment attorneys work on contingency, meaning no upfront costs to employees.

This content is for informational purposes only and is not legal advice.

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