New York Blog — Employment Defense
Labor and Employment Defense
Welcome to the NYC Employment Law Blog! This blog is an online publication of Stephen D. Hans & Associates, P.C., a New York City law firm that has been representing small and mid-sized businesses throughout the New York metropolitan area in all types of employment and labor law matters for over thirty years. We hope this blog will be an interesting and informative resource for our readers, whether they are current or past clients, or simply compliance-minded business owners looking for ways to stay up-to-date with the ever-changing employment law landscape. To that end, we will endeavor to offer regular blog posts highlighting legislative developments, significant court and agency decisions and noteworthy news stories from the employment and labor law realm. We hope that as a reader you will find ours blog enlightening, useful and above all, interesting.
If you are the owner of a small or mid-sized business in New York State and have questions regarding any of our blog posts, or if you would like to consult with us regarding any employment or labor law issues, please feel free to give us a call at (718) 275-6700 or contact us online to schedule an in-person consultation at our offices.
Thank you for visiting our blog and we hope that you check back often!
Sincerely,
Stephen D. Hans & Associates, P.C.
Blogs
Vaccine Incentives through Employers
What guidelines apply to vaccine incentives?
Vaccine incentives through employers are another option for promoting worker vaccinations. However, there are guidelines an employer must follow.
According to EEOC’s updated guidance, employers can offer an incentive of any kind when the employee receives the vaccine by a third party. A third party would be someone other than the employer or the employer’s agent. Examples of third parties would be pharmacies, healthcare providers and public healthcare departments.
Voluntary COVID-19 Vaccine Programs for Employment
Confidentiality of Vaccination Proof or Confirmation
Voluntary COVID-19 vaccine programs for employment are an option some employers are considering.
Employers who aren’t requiring employee vaccination still have the legal right to inquire whether an employee has received the vaccine. This does not violate disability law. However, they may not ask employees about their reasons for not getting vaccinated. Also, as long as employees agree to answer pre-vaccination questions voluntarily, this is legal, even when the employer provides vaccination directly or through an agent.
EEOC Guidance Updates on Mandatory COVID-19 Vaccination for Employment
To Require or Not Require COVID Vaccination?
Mandatory COVID-19 vaccination for employment is still something that the majority of U.S. employers have not required. However, as an employer, it is wise to come to your own decision. In doing so, it is important to understand your rights and the legalities involved with mandating employee vaccination.
How the American Rescue Plan Act of 2021 Affects COBRA
Employer Responsibility Regarding Cobra
The American Rescue Plan Act of 2021 affects COBRA significantly, which is something many employers need to know.
Under New York City Anti-Discrimination Law, Who Is an Employer?
Who Can Be a Defendant in a Discrimination Lawsuit?
New York City anti-discrimination law gives employees the right to sue an employer for discrimination under the New York City Human Rights Act.
Stephen D. Hans & Associates, P.C. has decades of experience defending employers in discrimination lawsuits. Consequently, we took notice regarding this recent landmark ruling rendered by the Court of Appeals.