Tailored Solutions For Employment Law Matters
On February 26, 2018, the Second Circuit Court of Appeals held in the case of Zarda v. Altitude Express, Inc. that discrimination on the basis of sexual orientation is a violation of Title VII of the Civil Rights Act of 1964. The decision overturned prior Second Circuit precedent from 2005 holding that sexual orientation claims are not actionable under Title…
The laws in New York City keep on changing. The latest: New York City’s Temporary Schedule Change Law, which went into effect on July 18, 2018. The new law requires employers to provide employees with at least two (2) temporary schedule changes per calendar year – for up to one (1) business day per request or two (2) business days…
As a reminder, on October 31, 2017, the law prohibiting employers in New York City from asking about salary history goes into effect! We blogged about this issue previously here: Please ensure that you are aware of this law and are guided accordingly. To the extent employment applications requested this information, they should be revisited and interviewers should be guided…
Business disputes are messy … and costly. Ranging from contract to real estate disputes, the Firm has experience in commercial litigation matters. Prior to engaging in litigation, the Firm attempts to resolve these disputes through negotiation or mediation. If the matters cannot be resolved amicably, the Firm will represent clients in state court or arbitration to achieve their desired results.…
Recently, both New York State and New York City made changes to their laws to deal with the pervasive issue of sexual harassment in the workplace. A number of different laws are being enacted, the highlights of which are provided below. New York State Mandatory Arbitration of Sexual Harassment Claims Prohibited. Effective July 11, 2018, employers will be prohibited from…
On January 1, 2018, New York’s Paid Family Leave law will go into effect. The benefits are to be funded by a weekly contribution of each employee’s weekly wages, which is now 0.126% of the weekly wage (capped at New York State’s current average weekly wage of $1,305.92). Employees will be eligible if he/she: (1) regularly works a schedule of…
Effective June 4, 2018, employers in New York City will officially have additional obligations to follow as it pertains to notifying employees about their rights under the Earned Sick Time Act (the “Act”). On May 5, 2018, the Act added amendments to provide employees with “safe time” to employees – or a family member of the employee – who are…
On March 18, 2019, new laws go into effect in New York City addressing more stringent requirements for employers who have employees who wish to express milk, i.e. lactate, while at work. Lactation Room The first law requires employers to designate a lactation room (that is not a restroom), which is a sanitary space where employees can express breast milk…
On October 1, 2018, a little over one week before the October 9, 2018 effective date, New York State published the FINAL model policy and training for employers and employees to view on the New York State website. The following documents and information can be found here: Model Sexual Harassment Prevention Policy; Model Complaint Form; Model Harassment Prevention Training Program;…
As the end of the year is approaching, it is important to remind New York State employers and employees of the increased minimum wages that affect both hourly and salaried employees. For hourly, non-exempt workers, please see the below chart for basic hourly minimum wage increases that go into effect as of December 31, 2018: NYC – Large Employers (11…
