The HR Specialist: New York Employment Law

A zero-tolerance policy regarding violence is usually fine. However, you must be prepared for a lawsuit if one of the people disciplined has previously complained about some form of discrimination.

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It remains a hotly debated issue whether Title VII makes discrimination on the basis of sexual orientation illegal. Thus, anti-gay bias in the workplace remains a potentially serious problem for employers.

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A Niagara Falls man has won back pay and other damages after filing an unfair labor practice complaint with the National Labor Relations Board against Laborers’ International Union of North America Local 91.

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The controversial travel ban has created chaos for many travelers and their employers.

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The New York State Industrial Board of Appeals has ruled the Commissioner of Labor exceeded his authority when he issued regulations governing how employers could pay their employees using debit cards and direct deposit.

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Employers that don’t respond to a former employee’s lawsuit are making a big mistake—even if they truly believe the lawsuit has no merit.

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Absent other evidence of sex discrimination, such as unequal pay or disparate treatment, a few comments or looks don’t create a sexually hostile environment.

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The EEOC has issued proposed guidance on how it plans to enforce anti-harassment provisions of several federal laws.

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Sometimes it’s obvious that an employee will miss much more work than her available leave can cover. When that happens, provide her with all the necessary notices about how much leave she has used and when it expires.

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Appealing to workers’ sense of decency will do nothing to prevent harassment lawsuits if that approach doesn’t effectively stop the harassment.

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