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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.

New pay transparency law invites huge pay ranges

11/08/2022
A salary range of $0 to $2 million for a client service position at Citigroup is among the new, rather broad salary ranges appearing among New York City job openings after the implementation of a new salary transparency law in New York.

Court orders rehiring of unvaxxed workers

11/08/2022
Some employers are bracing for a rough flu/covid season. But should you insist that your employees vaccinate against them? That depends.

Head-scratcher: Staffing company hires based on race, sex and other discriminatory practices

10/26/2022
Another staffing company was hit with a lawsuit for complying with clients’ race and sex preferences, placing employees in positions based on race and sex, and rejecting pregnant applicants.

Huge settlement highlights local law risks

08/18/2022
Gone are the days when big verdicts or settlements were all the result of running afoul of federal laws. These days, employers also have to worry about increasingly aggressive state and local government agencies enforcing their own anti-discrimination laws and other employment ordinances.

Warn bosses about adverse action after bias complaint

05/26/2022
Once an employee’s discrimination lawsuit gets to court, anything can happen. In fact, it’s common for employees to lose on their initial discrimination or harassment claims but still win an associated retaliation claim. That’s why you must train managers that any adverse action—even as minor as a schedule change—can be interpreted as retaliation if it comes after an employee has complained about bias or harassment

Don’t let bosses override accommodations

05/26/2022
Whether you handle accommodation requests internally or through a third party, make sure you don’t undo all your efforts by letting supervisors override accommodation recommendations and implement their own measures.

Avoid hiring based on preferred ‘look’

04/28/2022
In a fickle consumer market, you might be tempted to base hiring decisions on the kind of employees you think your customers might prefer. That could be a big mistake. Courts take a dim view of rejecting qualified applicants who don’t fit preconceived notions of who is a good fit or has the right “look” for service jobs.

NLRB flexes muscle with reinstatement order

04/28/2022
The National Labor Relations Board, which enforces the National Labor Relations Act, is aggressively pursuing reinstatement as a remedy when it finds an employer has committed an unfair labor practice. That means more employers these days may have to take back workers they already fired. Ordering an employee’s reinstatement is an unusual step, but it could become more common.

You risk bias lawsuits if you bypass promotion rules

01/12/2022
When considering promoting an employee, carefully track all of the steps in the promotion process, from the initial job announcement to the final decision. Be sure to follow all your promotion procedures. And never let favoritism taint the process. Otherwise, you could be courting a bias lawsuit.

Consider religious objections to vaccination

10/21/2021
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.