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New York

NYC law makes it easier for employees to win

09/05/2014

Not long ago, the U.S. Supreme Court made it harder for em­­ployees to prove retaliation under Title VII anti-discrimination provisions. Under the New York City Human Rights Law, employees need only prove retaliation was an important motive in an adverse employment decision, not the only one.

Bone-headed boss? Quick stop saves the day

09/05/2014
Sometimes, supervisors say stupid things. How you respond may mean the difference between winning or losing a lawsuit based on those comments.

EEOC publishes new guidance on Pregnancy Discrimination Act

08/14/2014
The EEOC has issued new guidance tying Pregnancy Dis­­crimi­­na­­tion Act requirements to the broader disability definition in the ADA Amendments Act.

The latest from the NLRB on employment-at-will

08/14/2014
The news from the Board is generally pro-employer, but it’s time to carefully review your handbooks, applications and offer letters.

Suit alleges women forced to kiss and wrestle at bar

08/14/2014
A midtown-Manhattan bar faces charges it forced waitresses to kiss one another and wrestle in cranberry sauce while patrons took pictures and videos.

Court rules volunteer not entitled to FLSA protection

08/14/2014
A young man who volunteered at a school in hopes of building his résumé is not an employee as defined in the Fair Labor Standards Act according to the 2nd Circuit Court of Appeals.

Even with arbitration, some claims may go to trial

08/14/2014
Here’s something to consider when you decide to add an arbitration clause to applications and require employees sign them as a condition of employment: You may end up forcing the em­­ployee into arbitration, but still become embroiled in other related litigation.

Beware even tiny pay gaps between men and women

08/14/2014
Even a small gender-based pay differential may be­­come the foundation of a class-action lawsuit.

Judges don’t preside over pity parties: Unfairness not enough for a lawsuit

08/14/2014
Sometimes, like life, supervisors are unfair. But unless there’s some other problem, being treated unfairly isn’t grounds for a lawsuit. Employees have to show that something illegal motivated the unfairness, such as racial or gender bias. Just saying that was the reason isn’t enough, either.

No FMLA? That doesn’t mean you’re free to fire and replace new mother

08/14/2014
Some employers mistakenly think that if they terminate an em­­ployee who isn’t yet eligible for FMLA leave, the employee can’t sue. While you may not be violating the FMLA, you may violate other laws that protect the worker.