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Employment Law

EEOC says ‘boys will be boys’ defense doesn’t excuse harassment

09/24/2019
Just because it’s a male-dominated, blue-collar worksite doesn’t give supervisors the green light for sexual comments and name calling.

Scalia wins committee nod to become secretary of labor

09/24/2019
The Senate Committee on Health, Education, Labor and Pensions voted Sept. 24 to approve the nomination of Eugene Scalia to succeed Alexander Acosta as secretary of labor.

Google settles NLRB ‘free speech’ policy case

09/24/2019
The settlement agreement calls for the company to revise its policies to clarify that employees are not prohibited from discussing workplace issues.

What should we do? Freelancer claims harassment

09/23/2019
Q. We just got a complaint from one of our freelancers alleging she was sexually harassed while working in one of our facilities. What should we do? She’s not our employee.

Do we really have to install baby changing tables in our restrooms?

09/23/2019
Q. I heard that there’s a new law in New York that requires providing baby changing tables in all bathrooms. Is that true? Why would my employees need changing tables?

Evolving landscape: Employer freedom vs. LGBT rights

09/23/2019
In the courts and via the regulatory process, employers are slowly gaining the right to reject certain employees on the basis of their owners’ or officers’ religious convictions.

Keeping up with recent New York employment laws

09/23/2019
You’re not alone if you feel as if the New York state legislature has been passing a new law affecting employers almost weekly. It has, and keeping up isn’t easy. Here are two recent changes.

EEOC nails polish factory for failure to accommodate

09/23/2019
Kirker Enterprises, which operates a nail polish factory in Newburgh, N.Y., faces an EEOC lawsuit claiming that when the company took over the plant in 2015, it withdrew a successful accommodation that had been provided to a disabled employee.

Extending probation doesn’t count as adverse action

09/23/2019
Employees who sue for discrimination must show they suffered an adverse employment action. But that action must be substantial. An extended probationary period usually isn’t enough.

Personality traits are not disabilities under the ADA

09/23/2019
Asking a worker to undergo a psychological exam to determine his fitness for work isn’t the same as regarding him as disabled under the ADA.