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Employment Law

EPA vs. Title VII: Court lowers standard needed to prove pay discrimination

The 2nd Circuit Court of Appeals, which covers New York employers, has made it easier for workers to prove they were paid less because of sex discrimination.

Customer preference doesn’t justify bias

Make sure you train all managers and supervisors how to handle customer preferences that imply discrimination. You cannot use customer preference as a defense against an employee’s racial discrimination claim.

Goodwill didn’t show any to disabled NYC janitor

Goodwill Industries of Greater New York and Northern New Jersey has agreed to pay a former janitor $65,000 to settle charges of disability discrimination.

On the Border: Harassment on Long Island crossed line

A discrimination complaint on Long Island has resulted in a $100,000 settlement.

Pregnancy accommodation bill approved by House committee

A bipartisan bill that would require employers to offer specific accommodations to pregnant workers has cleared a key legislative hurdle.

Being short probably not an ADA-qualifying disability

Merely being shorter than most people is not enough on its own to be classified as disabled under the ADA. To qualify, an applicant or employee who is short in stature would have to show that her condition substantially impairs a major life activity.

DOL continues to pursue misclassification

The Department of Labor is aggressively going after employers who don’t properly classify workers, even in industries where it is common to hire workers as independent contractors.

Joint employer? 3 scenarios to help you decide

The new Department of Labor joint-employer rule that takes effect March 16 will make it less likely that more than one employer will be held liable for the same federal wage-and-hour violation. Here are three scenarios that illustrate how the rule will apply.

21 employees to split $20.5 million settlement in EEOC bias case

Twenty-one former employees of Jackson National Life Insurance Co. will split their share of $20,500,000 the company is paying to settle EEOC charges of retaliation and race, national origin and sex discrimination.

EEOC negotiates installment plan settlement

If you think you can escape the EEOC’s wrath because you’re a small employer in a low-margin business, think again. Just because you can’t afford even a modest settlement doesn’t mean the EEOC won’t pursue litigation against you.