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New York

Employment Lawyer Network:
New York

Louis P. DiLorenzo (Editor)

New York Employment Law

(646) 253-2315

Click for Full Bio

Louis P. DiLorenzo has practiced labor and employment law for 30 years and is co-chair of Bond, Schoeneck & King’s Labor and Employment Law Department. He is managing partner of the firm’s New York City and Garden City offices. Mr. DiLorenzo represents employers and management in all aspects of labor and employment law. His areas of expertise include collective bargaining, workplace investigations, NLRB proceedings, labor audits, supervisory training, wage and hour issues, arbitration, jury trials in both state and federal courts, wage incentive plans, OFCCP audits and proceedings, employment litigation before the EEOC and the Human Rights Division and alternative dispute resolution techniques.

Consider religious objections to vaccination

Legal experts say employers are within their rights to fire unvaxxed staff. However, Title VII’s religious discrimination provisions still apply. That means employers must weigh whether employees with sincerely held religious beliefs against vaccination are entitled to reasonable accommodations of those beliefs.

Court: DOL can override arbitration agreement

You may require workers to sign arbitration agreements to keep disputes over their independent contractor status out of the court system. Management-side employment lawyers have recommended that strategy for decades. However, that approach just ran into a major roadblock.

Set objective criteria for who loses job in layoff

Use objective standards to decide who will stay or go during a reduction in force. That helps eliminate the chance that bias will taint the RIF process and trigger an employee lawsuit.

Advice to ‘put on big girl panties’ backfires

When fielding a workplace harassment complaint, it may be tempting to suggest the alleged victim try to resolve the matter herself instead of filing a full-blown complaint with HR. That’s a terrible idea.

Stamp out supervisors’ racist behavior, racist slurs

Make sure every supervisor understands that you do not tolerate any form of racism on the job, including use of racial slurs. Employers often pay dearly when bigotry rears its ugly head at work.

Class-action claims bias in coronavirus response

As the coronavirus continues to wreak havoc in workplaces, a trickle of lawsuits that began in the spring has turned into a raging torrent. Lawyers are finding novel ways to litigate safety decisions employers made months ago, before the impact of the virus was as well understood as it is now.

Discover harassment by boss? Act ASAP

There is almost no way for an employer to defend against an employee’s claim that she was the victim of quid pro quo sexual harassment by a supervisor. The threat of discipline or termination unless a subordinate agrees to have sex with the boss is usually a slam-dunk win for an employee who sues.

EEOC amending lawsuits to add LGBT bias

Since the U.S. Supreme Court’s Bostock v. Clayton County ruling, employers are discovering that pending EEOC lawsuits involving lesbian, gay, bisexual and transgender employees have suddenly been expanded. Here’s how that played out for one employer that ultimately decided to settle.

Religion must be accommodated, not trivialized

Remind all supervisors that unless a religious need unduly burdens business operations, they must accommodate employee beliefs.

Beware suits from staff who know your shortcomings

Widespread protests calling for an end to systemic racism have caught the attention of corporate America.