If you have employees or operations in New York City, your sexual harassment and discrimination policies must reflect the strict rules employers are required to follow under the New York City Human Rights Law. It all adds up to a challenging HR environment. Your best bet in New York City—adopt a zero-tolerance policy for any sort of sexual, racial or other harassment.
Sometimes, you find out pretty quickly that someone you hired isn’t going to work out. While the final decision to terminate may take some time, many supervisors naturally start giving the cold shoulder to bad hires. Such a blow-off may be crass, but it’s not the kind of behavior that commonly puts an employer on the losing end of a lawsuit.
The EEOC has filed a class-action gender discrimination lawsuit against Sterling Jewelers in U.S. District Court for the Western District of New York in Buffalo.
Two Brooklyn grocers have been charged with underpaying workers by more than $300,000 and falsifying business records. Bienvenido Nuñez, president of the Associated Supermarket in Bushwick, and Martin Duran, vice president, allegedly paid no wages to baggers, who worked for tips …
Four women who once worked at Hawaiian Tropic Zone—the Times Square restaurant that The Gothamist says “makes Hooters look like Chuck E. Cheese”—have filed a $600 million lawsuit claiming supervisors forced female employees to have sex.
In most circumstances, employers aren’t going to be held directly responsible if an employee suffers a physical injury because of something a fellow employee did. Instead, such cases are handled through the workers’ compensation system.
Gov. David Paterson has signed into law the State Worker Adjustment and Retraining Notification (WARN) Act, which increases employers’ obligations to notify workers of upcoming layoffs. The new state law is tougher on employers than the federal WARN Act.
Several states, including New York, Massachusetts, California and Illinois, are cracking down on sales tax cheats to help fill state coffers drained by the tanking economy, the Associated Press recently reported.
The EEOC has sued the Grand Central Partnership—the business-improvement district association for Midtown Manhattan—claiming it refused to accommodate four security guards who wear dreadlocks as required by their Rastafarian religious beliefs …
Gone are the days when employers could accommodate employees’ religious practices by being flexible about who worked Saturdays and Sundays. Today, employers may have to offer additional prayer breaks in the middle of the workday, too …