The HR Specialist: New York Employment Law

After 23 years, New York-based Davis Vision has lost its contract to provide vision benefits to state employees …

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A former math teacher at Canisius High School in Buffalo recently filed suit against the school, alleging she was wrongly denied tenure despite her excellent reviews …

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In August 2006, Gov. George Pataki signed New York’s new Military Spouse Leave Law, which allows spouses of deployed military reservists to take up to 10 days of unpaid leave from work each year …

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Just because an injured employee may not be able to return to your organization doesn’t mean he or she will forever affect your workers’ comp rates or self-insured reserves. Employees who are only partially disabled due to an on-the-job injury are required to look for work within their medical restrictions while receiving comp payments …

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Effective Jan. 1, all newly issued health insurance policies in New York must cover autism spectrum disorders. Gov. George Pataki signed the measure ordering the changes last September …

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Americans are a well-fed bunch, as statistics show, and now many overweight employees cite their extra baggage as a legally protected “disability.” The good news: Employees carry a heavy burden of proof, especially in the 2nd Circuit

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Nonprofits and employers in highly competitive fields often use volunteers to ease labor budgets and try out employees “before they buy.” But unless you structure those situations just right, you’re likely to run afoul of the Fair Labor Standards Act and the New York Minimum Wage Act

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Good news for New York employers: A new federal court decision says that you don’t have to comply with stricter anti-discrimination laws in an employee’s home state if the person works in New York …

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When an employee requests a work accommodation for a claimed disability, the ADA requires you to explore possible solutions with the worker. While you shouldn’t put off those discussions, first make sure the employee meets the ADA definition of “disabled,” thus entitling him or her to accommodation

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HR professionals beware: Foul-mouthed managers are trouble, and the best policy is zero tolerance …

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