Here’s a good practice that may limit lots of lawsuits following terminations: If possible, make sure the same person who hired a worker also fires him. That makes it more difficult for an employee to argue he was fired for discriminatory reasons.
Some employees believe that once their employer agrees that they are disabled, they can demand a specific accommodation. But that’s not true. In fact, it is the employer that gets to pick a reasonable accommodation.
When people are thrown together in the workplace, personality conflicts are almost inevitable. But unless there’s seriously abusive behavior or particularly offensive language, an occasionally rude workplace won’t be labeled hostile by a court.
In January, the EEOC announced it had reached a settlement with Founders Pavilion, a former nursing and rehabilitation center in Corning. The EEOC had sued, alleging that Founders violated the Genetic Information Nondiscrimination Act. The case marked only the third time the EEOC has brought a lawsuit alleging an employer violated GINA. It was the first time a GINA suit alleged systemic discrimination.
Merely creating a hotline for reporting discrimination isn’t enough to protect an employer against harassment and discrimination claims.
Some employees joke around by calling other workers “old man” or making other insensitive ageist comments. You should certainly discourage comments that diminish employees, customers or others based on their protected characteristics. However, a few isolated incidents won’t mean a lost lawsuit if you also make sure that you terminate employees only for legitimate business reasons.
The Equal Pay Act makes it illegal to set separate rates of pay for men and women doing the same work. But some employers don’t understand that job titles and job descriptions don’t matter much when it comes to comparing jobs.
A snarky reply to an employee’s email—plus alleged retaliation—has landed a Manhattan firm in legal hot water.
Fortune magazine has listed its 100 best companies to work for in 2014 and nine New York firms made the cut, with two companies—grocery store Wegmans, and investment bank Goldman Sachs—cracking the top 50.
Properly paying employees is one of the most basic employer responsibilities, yet wage-and-hour cases continue to flood the legal system. It’s critical to understand the laws that govern when workers must be paid.