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Employment Law

OFCCP sues NYC’s B&H Foto & Electronics

04/08/2016
The U.S. Department of Labor’s Office of Federal Contract Com­pliance Programs is suing Manhattan-based B&H Foto & Electronics alleging the company discriminated against workers at its Brooklyn Navy Yard warehouse.

OSHA sues demolition firm for whistleblower retaliation

04/08/2016
Regional Environmental Demolition in Niagara Falls faces a federal lawsuit alleging retaliation against a worker who reported a workplace hazard.

FLSA settlement can include nondisparagement clause

04/08/2016
Employers can prevent an employee who receives an FLSA settlement from badmouthing them by including a nondisparagement clause in the settlement agreement.

Indefinite leave is not a reasonable accommodation

04/08/2016
Sometimes, 12 weeks of FMLA leave isn’t long enough for workers to recover from illness or injury. But, indefinite leave does not have to be accommodated.

One crass comment about disability won’t justify discrimination suit

04/08/2016
An isolated, offensive comment usually isn’t enough to support a lawsuit, even if it was uttered by a supervisor and was seriously offensive.

Co-workers having embarrassing affair? That’s not grounds for others to sue

04/08/2016
Workplace romances can be distracting, but cavorting co-workers doesn’t always add up to sexual harassment or sex discrimination against other employees.

An FMLA snafu can lead to personal liability

04/08/2016
Here’s something to consider when handling an FMLA request: If you botch the request, you could be held personally liable for any damages.

Unfounded racism charges are reason to fire

04/08/2016
If an employee continually makes unsubstantiated racism charges, you can and should discipline them.

Little slights, actions add up to retaliation

04/08/2016
When an employee complains that a supervisor is behaving in a discriminatory way, employers must ensure there is no retaliation. Even small things can lead to a big problem.

How to collect medical info under the FMLA rules

04/07/2016
To determine whether an employee or family member has a condition that meets the FMLA’s definition of “serious health condition,” employers should review the medical certification they receive from the employee’s health care provider.