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April 2015 Archives

Boss ordered to pay $27,000 for sexual harassment

A New York home improvement store owner in Queens may be required to pay $27,000 for sending sexually harassing text messages to a woman who was briefly employed to work for him. The damages include $17,020 in back wages and $10,000 for her mental anguish.

At-will employment and implied contracts in New York

While people may know that New York is an at-will employment state, meaning employers may terminate workers at any time and for any reason, they may not be aware that there are limits to this rule. If an employer has entered into a written or an implied contract of employment with the employee, the employer will then be limited to its terms.

Work-related hearing impairments in New York

Millions of Americans suffer severe hearing impairments that make it difficult for them to communicate. Although such impairments may result from many things, people who are exposed to loud noises or sounds at work may also have permanent hearing losses as a result.

Transgender woman sues Forever 21 for workplace discrimination

On April 1, a 22-year-old transgender woman from Brooklyn filed an employment discrimination lawsuit against clothing store Forever 21 claiming that the management at one of their New York locations harassed her. The federal lawsuit was filed in the U.S. District Court for the Eastern District of New York.

Supreme court reaches decision in pregnancy discrimination case

Pregnant workers in New York may be interested in hearing about a new qualifying test used in pregnancy discrimination cases, developed by the Supreme Court in conjunction with a March 2015 decision. For the new tests, lower courts need to look at employers' accommodations of non-pregnant workers unable to work in their regular positions to determine whether workplace discrimination has taken place. The law also require for lower courts to examine whether discrimination appears to be intentional and whether a company has non-discriminatory reasons for treating pregnant employees differently.