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Accreditation and CLE Rules for New York
The National Academy of Continuing Legal Education is an Accredited NYS CLE Provider.
The NY CLE Board maintains an Accredited Provider directory on their website. You can find us listed on the most recent directory at http://www.nycourts.gov/attorneys/cle/aplist.pdf.
Experienced NY are required to take 24 credit hours every 2 years including 4 credit hours of Ethics and 1 credit hour of Diversity, Inclusion and Elimination of Bias and 1 credit of Cybersecurity, Privacy and Data Protection.
NY attorneys can earn all 24 CLE credit hours with us using our DVDs, Audio CDs, USB Stick, Online, and iOS/Android App courses.
*Beginning on July 1, 2023, experienced attorneys are now required to take at least 1 CLE credit in the category of Cybersecurity, Privacy and Data Protection in each compliance period. This new requirement applies to all attorneys due to re-register on or after July 1, 2023 (birthday is on or after July 1st). Please note that this does not change the total amount of credits required in your CLE period, the total requirement remains at 24 credits.
Experienced NY attorneys are required to complete their requirement every 2 years by their birthday with a 30 day automatic grace period. Attorneys admitted to practice in even years are due on even years and attorneys admitted in odd years are due in odd years.
New York attorneys must report that they are CLE compliant on their biennial registration form and must retain proof of compliance for a minimum of four years. National Academy of CLE issues a NY CLE Certificate of Attendance for all CLE activities as proof of compliance and we store the certificate in your CLE Account indefinitely.
Newly admitted attorneys are required to take "transitional” courses (designed to help them develop a foundation in the essential skills to practice law) 16 credits each year for the first two years following their admission to the Bar. The 16 credits must consist of 3 Ethics credits, 6 Skills credits, and 7 Law Practice Management (LPM) or Professional Practice (PP) credits. Newly admitted attorneys must complete their CLE requirement in a format permissible for the category of credit. For more information please click here.
Newly admitted attorneys must complete each of their two 16 credit requirements by the first and second anniversaries of admission respectively.
*COVID-19 Update: In response to concerns related to the spread of the COVID-19 Coronavirus the NYS CLE Board has temporarily suspended the live in-person requirement for Newly Admitted attorneys. You now have until 12/31/2024 to earn both your Skills and Ethics credits through our livestream webinars. You can see the official notice about the temporary live requirement exception here.
Newly admitted attorneys can satisfy all 16 credit hours with us using our on-demand PP & LPM courses and our Live Webinar Skills and Ethics courses. You can see our Bridge The Gap options here: NY BTG CLE.
Effective July 1, 2023, Newly admitted attorneys must complete at least 1 CLE credit hour in the Cybersecurity, Privacy and Data Protection CLE category of credit as part of their newly admitted cycle requirement (1 credit of Cyber in any of your first 2 years). The new requirement is for attorneys admitted to the NY Bar on or after July 1, 2023.
CLE Courses Available on DVDs, Audio CDs, USB Stick, Online & iOS/Android App!
Professional Practice
1
$50
About This Course
Employers are required to accommodate the religious beliefs of their employees pursuant to Title VII of the Civil Rights Act of 1964. However, understanding what this means and how to ensure compliance is not easy.
How has the Groff Supreme Court decision changed the meaning of “undue burden” under Title VII and how can an employer ensure compliance? What does the interactive process under Title VII look like and what documentation can an employer request? The answers to these and other questions will be provided in this in-depth CLE by employment law attorney, Melissa Fleischer, Esq.
In this CLE course, Ms. Fleischer will provide an in-depth summary of what an employer is required to do to provide a religious accommodation for an employee's religious beliefs in light of the Groff case including:
What is a religious belief?
Does it have to be a well-known religion or even a religion at all?
What types of accommodations might an employer have to provide?
Do you have to allow an employee to pray during the workday?
Do you have to allow an employee time off for religious observance on religious holidays?
In-Depth overview of Groff Supreme Court decision
What does an employee have to reveal to implicate your obligation to provide a reasonable accommodation based upon religious beliefs?
How does religious reasonable accommodation undue burden standard differ from ADA reasonable accommodations after Groff?
What is the meaning of undue burden after Groff?
*This course qualifies as a Transitional course and can be taken by both Experienced and Newly Admitted attorneys in NY.
Professional Practice
1
$50
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