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Showing posts with label Mordy Yankovich. Show all posts
Showing posts with label Mordy Yankovich. Show all posts

Wednesday, February 20, 2019

Top 5 Labor and Employment Laws of 2018

Employment Law , Mordy Yankovich
Top 5 Labor and Employment Laws of 2018
As we begin 2019, it is important to reflect on the major legal developments in the field of labor and employment law from 2018 with an eye towards how these developments may change the legal landscape in 2019 and beyond. Attorneys should be aware of these laws and opinions in order to assist clients in ensuring compliance.

Read the Top 5 Labor and Employment Laws of 2018 by Mordy Yankovich, Esq. published in The Suffolk Lawyer here.


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Thursday, January 31, 2019

Suffolk County Bans Employers From Inquiring Into Applicants' Salary History

Employment Law , Mordy Yankovich
Suffolk County Bans Employers From Inquiring Into Applicants' Salary History
Because of the Restrict Information Regarding Salary and Earnings (RISE), Suffolk County Human Rights Law now prohibits employers from asking job applicants about their salary history. The new law is effective on June 30th, 2019.

Read the full article by Mordy Yankovich, Esq. at the Suffolk Lawyer here.


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Thursday, December 27, 2018

Supreme Court Expands Reach of ADEA

age discrimination , Discrimination
Supreme Court Expands Reach of ADEA
In a decision dated Nov. 6, 2018, the United States Supreme Court broadened the scope of the Age Discrimination in Employment Act of 1967 (ADEA) to cover state and local governments regardless of number of employees. Public employers must now be advised that they may be liable under the ADEA, regardless of number of employees, and face additional exposure for claims of age discrimination.

Read the full article by Mordy Yankovich, Esq. published in The Suffolk Lawyer here. 
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Wednesday, April 25, 2018

Sexual Harassment Protections Extended to Independent Contractors in New York State

Independent Contractors , Mordy Yankovich
Sexual Harassment Protections Extended to Independent Contractors in New York State

As of April 12, 2018, companies in the State of New York are now exposed to liability for harassment of independent contractors in the workplace.  The text of the new law can be found here. The New York State Human Rights Law previously only protected employees from sexual harassment.  While the statute does not specify whether companies can be held liable for acts of their independent contractors who sexually harass other independent contractors, the statute does state that when determining whether a company is liable for the acts of the harasser, the “extent of the employer’s control and any other legal responsibility which the employer may have with respect to the conduct of the harasser” should be considered.  This language appears to imply that companies such as real estate brokerages which subject independent contractors to substantial supervision (as required by 19 NYCRR §175.21(a) and Real Property Law §441(1)(d )), would be exposed to liability for all acts of harassment committed by their independent contractors.  It is thus imperative that brokerage firms immediately implement sexual harassment policies and trainings for their independent contractors in addition to their employees to mitigate potential exposure.  

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