• The HR Specialist - Print Newsletter
  • HR Specialist: Employment Law
  • The HR Weekly
Connection failed: SQLSTATE[HY000] [2002] No such file or directory

New York

Needlessly cruel firing? Prepare for lawsuit

12/20/2016
You’re almost guaranteeing a lawsuit if you make the termination experience unnecessarily unpleasant.

Pregnancy bias doubly damaging in NYC

12/20/2016
A woman who won a jury award against her employer for pregnancy discrimination may end up collecting even more money as punitive damages under a New York City ordinance.

N.Y. labor law updates: State salary threshold, fantasy sports

11/29/2016
New York employers could be facing higher salary thresholds for exempt workers. They are also confronting a new workplace challenge: the distraction of legal fantasy sports betting.

Treat cases independently when employee being disciplined files complaint of her own

11/29/2016
Sometimes, an employee facing discipline will fight back with allegations of her own. Handle those allegations separately from any pending disciplinary action, and be sure to carefully document each step of both processes.

A short-handed Supreme Court declines one case, adds another

11/11/2016
The employment law cases the Supreme Court refuses to hear can be almost as important as those it decides.

Downsizing in New York? Know when you need to WARN your employees

11/11/2016
If your business is planning or considering downsizing at these levels, then a review of the WARN Act needs to be undertaken early in the process.

Chobani takes lead on generous paid parental leave

11/11/2016
Yogurt producer Chobani is now offering six weeks of paid parental leave to all of its employees.

Subordinate’s hair comment doesn’t justify lawsuit

11/11/2016
It takes more than a handful of incidents to create hostility, even if they could be viewed as offensive and not appropriate for the workplace.

Diagnosis alone doesn’t prove ADA disability

11/11/2016
It’s not enough that an employee alleges he or she has been diagnosed with what may be a disabling condition.

Thoroughly document rationale and timing for every termination decision

11/11/2016
Treat every pending termination as if you will have to prove that you had solid business reasons for your decision.