David S. Feather, Esq.

SOUTHERN DISTRICT OF NEW YORK ADOPTS AUTOMATIC MEDIATION FOR EMPLOYMENT DISCRIMINATION MATTERS

             Under a new rule adopted by the Federal District Court for the Southern District of New York, effective January 3, 2010 all employment discrimination cases, except those brought pursuant to the Fair Labor Standards Act (FLSA), will be automatically referred to the court’s alternative dispute resolution program.  The magistrate judge overseeing a particular case […]

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THREE THINGS EVERY WORKPLACE VIOLENCE PLAN SHOULD CONTAIN

            Unfortunately, it seems that incidents of workplace violence are becoming more and more common these days.  While a company can never fully protect itself from such incidents, having a comprehensive workplace violence plan in place, and disseminating it to employees, may help prevent many such incidents.               While such a plan should be carefully

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RECENT AMENDMENTS TO THE NEW YORK STATE WORKERS ADJUSTMENT AND RETRAINING NOTIFICATION (WARN) ACT

          The New York State Workers Adjustment and Retraining Notification (WARN) Act, which went into effect on February 1, 2009, requires employers to provide 90 days notice prior to a plant closing, mass layoff or relocation. Notice must be provided to affected employees and their representatives (i.e. their collective bargaining unit), the New York Department

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NATIONAL LABOR RELATIONS BOARD PROPOSES NEW POSTING RULE

          The National Labor Relations Board (NLRB) just announced a proposed rule requiring businesses to post notices in break rooms to inform employees of their right to bargain collectively, distribute union literature or engage in other union activities without reprisal.  The purpose of the postings, according to the NLRB, would be to increase knowledge of

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NEW YORK’S NEW BEREAVEMENT AND FUNERAL LEAVE FOR SAME-SEX PARTNERS

          New York State law does not require employers to allow employees to take time off for bereavement leave. However, under New York’s new funeral and bereavement law, which went into effect on October 29, 2010, when a company does allow employees to take time off for the death of a spouse, or for the

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THE NEW YORK STATE CONSTRUCTION INDUSTRY FAIR PLAY ACT

          The New York State Construction Industry Fair Play Act (CIFPA) was signed by Governor Paterson in late August and became effective on October 26, 2010. Under this new law, a construction worker is presumed to be an employee, as opposed to an independent contractor, unless they meet the following three criteria:                (1) the

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WRITTEN EMPLOYMENT CONTRACTS: ARE THEY RIGHT FOR YOUR COMPANY?

            A written employment contract sets forth the basic, material terms of an employee’s employment relationship with his/her employer.  Whether or not your company should enter into an employment contract with an employee must be determined on a case-by-case basis.              There are basically two types of employment contracts:  at-will employment contracts, and employment contracts

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TRAINING YOUR WORKFORCE ON DISCRIMINATION/HARASSMENT TO AVOID CLAIMS AND LIABILITY

          Creating an Anti-Discrimination/Anti-Harassment Policy, and regularly training your employees regarding the company’s policies and procedures, may be the single most important step you can take to protect your company against claims of unlawful employment practices.              In order to be effective, the policy promulgated should (1) define and give examples of unlawful discrimination/harassment, (2)

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