The Americans with Disabilities Act (ADA) Provision About Association
Disability discrimination based on association is a type of discrimination that you may not be aware of as an employer. Yet, it is vital that you understand it and take legal measures to prohibit it in your workplace. If you do not, you could be held accountable in a discrimination dispute or lawsuit.
What Is Disability Discrimination by Association?
The Equal Employment Opportunity Commission EEOC advises employers against taking action based on assumptions or biases toward employees who associate with people who have disabilities.
The following are examples of discrimination based on association:read more
Will New Laws Emerge for Delivery Services Practices?
Today many people use app-based delivery services for ordering food. After all, the convenience of apps on cell phones and other devices makes ordering easier. However, restaurant owners have growing concerns.
According to a recent Bloomberg article, New York City Council members warned Grubhub Inc., a popular app-based delivery system, that they might soon be subject to regulations.
Profit Issues for Restaurants with App-based Delivery Servicesread more
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.