A female applicant applies for a job that was widely advertised. During her interview she insists on being paid $100,000. The employer agrees, although it employs a male doing substantially similar work for $125,000. Does this violate the EPA?
A recent trial court decision offers some encouragement for certain businesses facing the ongoing wave of litigation in which plaintiffs are asserting website accessibility claims under Title III of the ADA.
By Adriana Foreman New York City Executive Order 64 (the “Order”) imposes new sexual harassment reporting requirements on organizations that contract with New York City agencies for “human services.”
On March 31, 2021, Governor Andrew Cuomo signed the New York Marihuana Regulation and Taxation Act legalizing the recreational use of marijuana products by adults.
As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
Effective July 23, 2020, Suffolk County, New York amended its Human Rights Law to ban race and religious discrimination based on hairstyle, hair texture, and religious garments as components of “group identity” under the county’s Human Rights Law.
Each year, Littler’s Workplace Policy Institute provides its “July is the New January” report on labor and employment laws that become effective in the middle of the year.
On April 19, 2020, the New York City Commission on Human Rights (the “Commission”) announced that it has formed a COVID-19 response team to handle reports of harassment and discrimination related to the coronavirus outbreak.
