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The HR Specialist: New York Employment Law

Here’s a bit of practical advice for that rare occasion when you may have to escort an employee off the premises: Make sure to have a second person there to help you. There’s credibility in numbers.

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Don’t let biased notions of who can marry whom poison your workplace.

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Now that 2014 is in full swing, it’s time to make sure your organization is up to speed on new wage-and-hour obligations and prepare to take advantage of a new tax incentive for hiring student workers.

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The Founders Pavilion nursing home in Corning will pay $370,000 to settle charges it violated the Genetic Information Nondiscrimination Act and the ADA. The problem: The facility asked job applicants about their family medical histories during post-offer, pre-employment physical examinations.

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Some managers don’t think mothers-to-be are serious about their work. That attitude can spell trouble for an employee’s future opportunities in subtle ways. Don’t let it happen.

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Employees don’t always see eye to eye on discipline, performance appraisals or other workplace issues. But as long as you reasonably be­­lieve that your discipline was appropriate or your evaluation was on the money, you have little to fear. Simply put, the employee doesn’t get to second-guess your reasons.

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Employers with locations in multiple states that find themselves responding to an EEOC discrimination complaint sometimes fear the agency won’t limit its investigation to a single complaint or two. Instead, they worry the commission might conduct a wide-ranging investigation and sue over so-called “pattern-and-practices” discrimination, alleging companywide bias.

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One of the worst things you can do when you fire an employee is to provide shifting explanations for the discharge. The best approach: Talk to your lawyer before you terminate, to clarify exactly what your reasons are.

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Two Nassau County sushi restaurants will pay $261,887 in back wages and liquidated damages to 70 workers following an investigation by the U.S. Department of Labor’s Wage and Hour Division.

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A federal judge has dismissed race discrimination charges against the New York Post newspaper. While the judge agreed that two black reporters who sued experienced “a raucous work environment” in which bosses “yelled and cursed at reporters,” they were treated no differently than co-workers who aren’t black.

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