Could You Be Liable If a Customer Harasses Your Employee?
Employers must address sexual harassment by customers in addition to harassment by other employers. Courts can hold employers accountable if they fail to take reasonable actions to prohibit a hostile work environment and protect an employee. While the “customer is always right” is a maxim that people in business try to follow, under these circumstances the customer is not right.read more
Employers Must Comply with New SHIELD Law
In July of 2019, the New York legislature passed the “Stop Hacks and Improve Electronic Data Security” (SHIELD) act. The new law provides greater protection for private information and broadens requirements for security breach notification.
Which NY Employers Must Comply with the Law?read more
Will the Provision Hold Up Under Higher Court Scrutiny?
New York’s new anti-sexual harassment law states that New York employers may no longer include mandatory arbitration clauses for sexual harassment claims. Furthermore, settlements regarding sexual harassment claims may not include non-disclosure provisions. The exception would be when the complainant prefers to include such a provision.
Reasons the Arbitration Provision May Not Stand
In a recent case, Mahmoud Latif v. Morgan Stanley & Company, the company moved to compel arbitration of Latif’s claims based on their arbitration agreement.
Is There Liability You Could Face that You Did Not Face in the Past?
The NYS new anti-harassment law has a number of sweeping changes. For one, it applies to all protected classes under New York Human Rights Law, not only to sexual harassment cases. Protected classes include discrimination based on:read more
Equal Pay Continues to Be a Focus for New York Legislatures
The New York legislature passed two laws that offer greater protection against wage discrimination. As employers, it is wise to stay abreast of new employment law amendments so you can ensure your business practices are up-to-date.read more