For these scenarios, the golden rule should be to do what is most beneficial to the employee.
New York – If the employee qualifies for New York leave earlier than April 1st, 2020 then the employer must honor that leave. As soon as the employee is eligible for paid leave from both Federal and New York leave, then the leave is considered counted toward both requirements simultaneously. If the employee was already on New York leave when the federal law becomes effective April 1st, 2020, the entire leave period is extended until the end of the Federal leave period (two-weeks from April 1st, 2020). The regular rate of pay calculations to be paid are different for each law, the employer must pay the employee a higher rate between the two calculations during periods where the paid leave is running. Both laws require you to pay the employee hours at what they normally would’ve received for that period, they just have different methods for determining the “regular rate of pay” to be used.
Click here for the NY link for employers.