General Employment Matters

The National Labor Relations Board (NLRB) recently issued a decision interpreting the United States Supreme Court (“SCOTUS”) decision in Hoffman Plastic Compounds, Inc. v. NLRB, 535 U.S. 137 (2002) as prohibiting the NLRB from awarding back pay to undocumented immigrants whose rights under the National Labor Relations Act (“NLRA”) were violated; even when their illegal

In this blog entry we deal with the U.S. Bankruptcy Code and its application to employment laws. 


Under the provisions of the Bankruptcy Code, a governmental employer cannot discriminate against applicants or employees who are or have been in bankruptcy. They cannot refuse to hire such applicants, fire such employees upon this ground, or discriminate with

In our blog of February 22, 2011, we noted that under the anti-discrimination laws there is no protected class known as “the unemployed,” and if you are not hired because of your unemployment status, you have no actionable claim of discrimination.  However, there is a concept known as “disparate impact,” which means that a hiring criteria

Effective April 9, 2011, Section 195.1 of the New York State Labor Law, requires all employers, other than governmental agencies, to give employees at the time of hire (before work is performed), and on or before February 1st of each year, notice of:

1. the employee’s rate or rates of pay;
2. the

The ODEP’s National Employer Technical Assistance, Policy, and Research Center (“the Center”) has launched a website to assist employers in the recruitment, hiring and retention of employees with disabilities.

A self proclaimed “one stop resource for private and federal employers seeking to recruit, hire, and retain qualified employees with disabilities,” the Center was established to