New York State Human Rights Law

As we have learned through experience, and have attempted to communicate through this blog, many employers really need to be trained in basic discrimination law and best practices to avoid lawsuits.  There can be no better illustration of this than a complaint just filed this week in New York state court in Manhattan by a

A judge in New York City has just held that an employee who alleged that she was fired for being short did not state a claim under New York state law which protects against genetic discrimination in employment and therefore prohibits employment discrimination on the basis of a

“predisposing genetic characteristic.”

The Plaintiff was employed

Since the Supreme Court’s Gross decision, a federal ADEA plaintiff has a higher burden to prove discrimination – she must establish that “but-for” unlawful discrimination, the employer would not have taken the adverse action, such as firing her. The former “mixed motive” analysis used in ADEA discrimination claims became unavailable to ADEA plaintiffs under Gross.  On June

One of the hot topics of employment law in the past few years has been the concept of independent contractors and the liability associated with improperly designating an employee as an independent contractor. However, I have not seen much written with respect to how independent contractors are handled under one of the more employee friendly