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New York

Employment Lawyer Network:
New York

Louis P. DiLorenzo (Editor)

New York Employment Law

LDiLorenzo@BSK.com
(646) 253-2315

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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.

EEOC nails polish factory for failure to accommodate

09/23/2019
Kirker Enterprises, which operates a nail polish factory in Newburgh, N.Y., faces an EEOC lawsuit claiming that when the company took over the plant in 2015, it withdrew a successful accommodation that had been provided to a disabled employee.

Amputated finger points to several OSHA violations

09/23/2019
In all, OSHA cited the employer for 17 violations and fines totaling $287,212. The amputation was just the tip of the workplace safety iceberg.

Extending probation doesn’t count as adverse action

09/23/2019
Employees who sue for discrimination must show they suffered an adverse employment action. But that action must be substantial. An extended probationary period usually isn’t enough.

Personality traits are not disabilities under the ADA

09/23/2019
Asking a worker to undergo a psychological exam to determine his fitness for work isn’t the same as regarding him as disabled under the ADA.

Men are responding to #MeToo: Backlash may open door to more lawsuits

09/23/2019
For almost two years now, the #MeToo social media movement has helped bring down powerful men accused of sexual harassment. But #MeToo has also triggered a backlash of sorts, mainly from men who claim they have been falsely targeted.

Supervisor’s name-calling enough for lawsuit

09/23/2019
When a supervisor regularly calls employees derogatory names, that may be enough to move a discrimination lawsuit forward. It’s one reason you should warn all managers and executives that they must treat all subordinates with respect.

Don’t withhold info needed to apply for promotion

09/19/2019
If you often promote workers from within, make sure everyone has a chance to apply. If you withhold information or otherwise thwart efforts to apply, a disappointed employee can sue if she has reason to believe you had some discriminatory reason to prevent her from being promoted.

Can telecommuters claim hostile environment?

09/19/2019
Don’t assume that an employee who works from home can’t launch a hostile work environment claim. Prevailing in such a lawsuit doesn’t depend solely on demonstrating a pattern of direct interpersonal hostility. Other factors count, too.

Objective measures are most persuasive, so focus on performance criteria

09/02/2019
Remind supervisors to always focus on performance—not intangibles like “attitude”—using as many objective measures as possible. If an employee later alleges some form of discrimination, you’ll be able to demonstrate that you kept things professional by focusing on what really matters: doing the job.

Prevention key to cutting harassment liability

08/29/2019
The best way to avoid liability for sexual harassment is to prevent it from occurring in the first place. That’s why it’s so important to educate supervisors on your sexual harassment policy.