The HR Specialist: New York Employment Law

Sometimes, employers rely on informal processes to fill open positions. That can be dangerous unless you make sure all employees know about the process.

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If you intend to require an employee taking FMLA leave to provide a fitness-for-duty certificate on return, you must make that clear up front when he first requests leave.

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Sometimes, supervisors get frustrated with difficult employees. That’s when they may say something in the heat of an argument that they later regret.

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It is far easier for an employee to argue that he has been a victim of discrimination under New York City’s anti-bias law than under federal law.

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If an employee complained about a supervisor’s actions, make sure the supervisor can’t manipulate the disciplinary process to punish the worker.

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Use caution when terminating someone who is on FMLA leave or has just returned to work following FMLA leave. The timing alone might trigger a lawsuit.

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Syracuse-based York Metal Toll Processing faces additional fines after it failed to address issues uncovered by OSHA inspectors following an accident in which an employee’s hand was amputated by a power press.

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Three New York City beauty supply companies have agreed to pay $218,000 to 16 employees who the Department of Labor determined were cheated out of overtime pay.

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The EEOC has sued the Laquila Group alleging it tolerated racial harassment of black employees and retaliated against at least one who complained.

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Don’t let annoyance over disability accommodations turn into retaliatory harassment.

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