Creating and issuing clear policies and enforcing such policies will make managing remote employees less onerous and less costly. Mordy Yankovich, Esq. provides policy advice in The Suffolk Lawyer.
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Showing posts with label policies. Show all posts
Showing posts with label policies. Show all posts
Wednesday, October 14, 2020
Wednesday, August 21, 2019
Attention Employers in New York State: Governor Cuomo signed bill S1040 into law extending protections against discrimination in the workplace to victims of domestic violence.
The new law prohibits an employer from hiring or firing an employee or otherwise discriminating against an employee in compensation, terms, conditions or privileges of employment because of such employee's status as a victim of domestic violence. The law also requires employers to provide a reasonable accommodations to an employee who is known by the employer to be a victim of domestic violence, unless providing an accommodation would cause an "undue hardship" to the employer.
Reasonable accommodations for victims of domestic violence are limited to: seeking medical attention; obtaining services from a domestic violence shelter, program or rape crisis center; obtaining psychological counseling or legal services; and, taking safety measures to increase protections against future incidents of domestic violence (e.g. relocation). Time off as a result of such accommodation may be charged against the employee's paid time-off (per law and/or employer's policy). If paid time off is unavailable, an employer may treat such absence as leave without pay.
Employers should immediately update their handbooks, policies, and discrimination prevention trainings to comply with this new law.
The new law prohibits an employer from hiring or firing an employee or otherwise discriminating against an employee in compensation, terms, conditions or privileges of employment because of such employee's status as a victim of domestic violence. The law also requires employers to provide a reasonable accommodations to an employee who is known by the employer to be a victim of domestic violence, unless providing an accommodation would cause an "undue hardship" to the employer.
Reasonable accommodations for victims of domestic violence are limited to: seeking medical attention; obtaining services from a domestic violence shelter, program or rape crisis center; obtaining psychological counseling or legal services; and, taking safety measures to increase protections against future incidents of domestic violence (e.g. relocation). Time off as a result of such accommodation may be charged against the employee's paid time-off (per law and/or employer's policy). If paid time off is unavailable, an employer may treat such absence as leave without pay.
Employers should immediately update their handbooks, policies, and discrimination prevention trainings to comply with this new law.
Wednesday, July 03, 2019
On Monday, Governor Cuomo called on the Department of Financial Services to investigate reports that state-regulated advertisers are using Facebook, Inc.'s advertising platform to discriminate against protected classes.
Real estate brokers and mortgage bankers are state regulated advertisers - you are warned.
Get into compliance today before it is too late - call Lieb Compliance at 646.216.8038 for an audit, policies and trainings.
Real estate brokers and mortgage bankers are state regulated advertisers - you are warned.
Get into compliance today before it is too late - call Lieb Compliance at 646.216.8038 for an audit, policies and trainings.
