On April 14, 2025 there will be no more of the never ending loop of frustration in trying to cancel your recurring subscriptions and memberships. The Federal Trade Commission ("FTC") has issued its finalized "Click to Cancel" rule, making it simpler for consumers to cancel recurring subscriptions. 

This rule targets those frustrating hurdles that consumers face to unsubscribe from services like streaming platforms and subscription boxes. In the past companies often required phone calls, long forms, or multiple steps for cancellations, even though signing up was easy with just a few clicks. This new rule ensures that if a business offers an online option to subscribe, they must also offer an easy online option to cancel in a similar manner. 

Businesses must now provide a clear, direct path for cancellation and requires companies to offer annual reminders of subscription renewals and to communicate any changes clearly to consumers. If a company proposes additional offers, alternatives, or incentives for consumers who are considering cancellation, the consumer must be able to decline those offers and proceed to cancel without additional hurdles. Check out the FTC's fact sheet here, which summarizes this new rule. 

This rule is the result of the thousands of complaints the FTC has received about recurring subscription practices each year. This rule will now provide a consistent legal framework by prohibiting companies from:

1. Misrepresenting any material fact made while marketing goods or services with a recurring subscription feature;
2. Failing to clearly and conspicuously disclose material terms prior to obtaining a consumer’s billing information in connection with a recurring subscription feature;
3. Failing to obtain a consumer’s express informed consent to the recurring subscription feature before charging the consumer; and
4. Failing to provide a simple mechanism to cancel the recurring subscription feature and immediately halt charges.

Violating the FTC’s new rule comes with a $51,744 civil penalty, injunctive relief, rescission or reformation of contracts that violate the Click-to-Cancel Rule, refund of money or return of property, the payment of damages, and public notification of the violation. Plus, there is additional exposure for state specific unfair or deceptive act or practice laws, such as NY General Business Law 349 for attorneys' fees and statutory penalties of $1,000 per violation. 

For more details, you can view the FTC's official release here. 

On September 30, 2024, President Biden officially proclaimed October as National Disability Employment Awareness Month while promoting inclusive workplaces. 

This year's focus is advancing access and inclusion which aligns with the core principles of the Americans with Disabilities Act. The ADA eliminated the barriers individuals with disabilities faces, including employment. The ADA requires employers to provide reasonable accommodations and ensure that job opportunities are accessible to those with disabilities. This allows the over 61 million Americans living with a disability the opportunity to be included, participate, and be respected in the workforce.  

Remember, employers don't have a choice; if an accommodation is wrongfully denied, the employee can sue for back pay, front pay, emotional distress damages, punitive damages and attorneys' fees. 

If you'd like to read President Biden's proclamation, click here. 

Effective on 9/27/2024, a new NYS law, A3710, extends employment protections to all active duty members of the national guard.

The law's justification explains the need for the law, as follows: "The Uniformed Services Employment and Reemployment Rights Act does not apply when a National Guard member is called up by the governor to serve state active duty to respond to state emergencies such as fires, hurricanes, tornadoes, and floods."

Under the law, service members are guaranteed re-employment in the same position or a position of similar prestige and pay, unless it is impossible or unreasonable for the employer to offer this.

Active duty national guard members called into service by NYS or another state must apply for re-employment within 90 days after being relieved from such service.

The law provides for compensation of lost wages and benefits if an employer breaches the law.

The Equal Employment Opportunity Commission (EEOC) released a Retention of Disabled Employee Report with recommendations for federal agencies to improve retention of disabled employees in federal public sector jobs.

The Report is based on 3 years of data & recommends that Fed Agencies should have: 

1. Disability accommodation procedures that comply with federal law;
2. Compliance procedures for processing personal assistance services requests; & 
3. Systems for processing such requests & publicizing them to employees & applicants on their website.

As of July 19, 2024, there is now a new deed type in New York State and it is already impacting homeownership and estate planning.

Simply, this new "Transfer on Death Deed Law," eliminates the need for probating real estate, is much less expensive than a trust, and is revocable, unlike a life estate with a remainder interest. In fact, all it takes is a recorded deed form, that was signed before two witnesses, and notarized. The form can be found here.

By executing a Transfer on Death Deed, property owners, including individual and joint owners of real property as well as corporations, can now initiate the automatic transfer of real property upon their death without needing to execute a will, trust, or life estate deed.

Per the statue, a Transfer on Death Deed must include:

other questions, consult a lawyer.

The NYSBA just released Ethics Opinion 1273 which opines that "[a] lawyer may accept real estate clients referred by an associate in the lawyer’s firm who is also a licensed real estate broker, provided the lawyer does not share legal fees or real estate commissions with the broker/associate and the lawyer obtains the client’s informed consent, confirmed in writing."

However, attorneys should remember that Rule 1.0(j) defines "informed consent" to "denote[] the agreement by a person to a proposed course of conduct after the lawyer has communicated information adequate for the person to make an informed decision, and after the lawyer has adequately explained to the person the material risks of the proposed course of conduct and reasonably available alternatives."

Consequently, simply alerting the client of the situation is not enough. There must be "adequate" explanation of the risks and other options - which theoretically includes hiring an attorney from another firm.

While this opinion will likely be well received by brokers and transactional attorneys alike, it's still filled with a litany of problems because any scorned client is going to claim that they did not receive an adequate explanation to make an informed choice. It's also important to note that the opinion is about the associate referring her client's to the attorney, but what about referring the other side of the deal? That's not addressed by the opinion and it's theorized that would be non-waivable because of the concurrent conflict of interest, but who knows.

Retail workers throughout New York State were guaranteed protections from workplace violence on September 4, 2024, when Governor Kathy Hochul signed into law the Retail Worker Safety Act, requiring most businesses that employ retail workers to spot vulnerabilities to violence in their workplaces and train and equip employees with tips and technologies to stop violence. 

The Act, which was passed as Assembly Bill A8947C and amends the state labor law, obligates employers with at least 10 retail employees to develop written violence prevention policies, conduct assessments of possible workplace harm hazards, and provide training on violence prevention techniques for retail employees. These employers must comply with the Act’s requirements by March 1, 2025.

Additionally, the bill requires companies that employ 500 or more retail employees nationwide to install panic buttons throughout their stores or, alternatively, provide wearable or phone-based panic buttons to retail employees to alert law enforcement to workplace violence. Such employers must comply with the panic button requirement by January 1, 2027.

If training does not happen or if your employer must have panic buttons and they do not install them, remember, you can and should insist that it happens while being protected from retaliation by Labor Law 740's Whistleblower protections. 

Disability discrimination of public employees got a lot more interesting on September 4, 2024, when NYS Governor Kathy Hochul signed into law Assembly Bill A09935, which requires public employers who deem employees unfit after requiring medical examinations to provide those employees with access to all documents supporting their decisions.

Under the Civil Service Law, employers can seek examinations of employees deemed unfit to perform the duties of their job due to a mental or physical disability, where such disability is also grounds for the employee to receive a reasonable accommodation, under the New York State Human Rights Law and the Federal Americans with Disabilities Act, if such employees can continue to perform the essential functions of their job with the accommodation.

Now, employers must provide, in addition to a notice of the factual basis of its decision, copies of communications between the employer and the medical examiner overseeing the claim, as well as records supporting the determination, to employees who appeal such determinations.

Because employees have only 10 days after the factual notice is served to request a hearing, the law aims to afford employees a complete understanding of the unfitness determination and its basis, allowing them to either make changes to be deemed fit or to be fully informed at a hearing. This can also be essential evidence in a failure-to-accommodation discrimination case. 

The new law goes into effect on January 1, 2025.