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The HR Specialist: New York Employment Law

Flushing Manor Geriatric Center Inc. in Queens will pay $900,000 to 29 Haitian and Jamaican employees for race discrimination and retaliation …

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Under New York’s new Workers’ Compensation Reform law, employers who underreport payroll or misclassify employees by downplaying their duties face the same fines as companies with no workers’ comp coverage …

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Employers use a wide variety of tests to determine whether job applicants can perform the jobs they seek. The tests usually measure the candidates’ knowledge, skills and abilities. But if tests cover anything other than the employee’s ability to perform the job’s essential functions, employers could find themselves defending the tests in court …

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If you engage casual workers for short-term work, be aware that you may be their employer for workers’ compensation purposes. That’s why it is so important to check with your compensation carrier about coverage, so you won’t be left holding the bag …

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A federal district court has ruled that Tom Allen Construction Company and general contractor Mears Group are not responsible for the death of a security guard at a Hunts Point construction site …

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It’s been called the “Imus virus”—people across the country repeating the infamous last words of radio shock jock Don Imus, always with equally dismal results. In Brooklyn, three female police officers filed a federal lawsuit against the New York City Police Department after a sergeant rallied them during roll call with “Stand up, hos.” …

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In a disturbing case of copycat thinking, a Suffolk County Community College employee told his supervisor during an argument, “If I get one more write-up, if you think they had a problem in Virginia, it’ll be worse here.” …

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One of the 11 female firefighters who broke the Fire Department of New York’s gender barrier in 1982 lost a $10 million discrimination suit against the department …

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Employees should notify their employers before taking FMLA leave—30 days ahead if possible. In cases of emergencies or sudden illnesses, employees must let their employers know as soon as is practical. But that doesn’t mean calling in sick or providing a vague doctor’s note is enough …

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The EEOC just issued guidelines stating that one’s status as a family member can’t be considered in employment decisions. The agency says the guidelines address “family-responsibility discrimination.” They draw on earlier theories about so-called “gender-plus” discrimination …

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