Listen Here to the Podcast
Monday, September 09, 2019
Eye on Real Estate - 9/7/19
If you missed Eye on Real Estate this weekend you can listen to the Podcast. Topics include - how to evaluate your insurance coverage and questions to ask to make sure your assets are protected in the event of a storm, understanding what happens when you list property without a broker and more general real estate tips.
Listen Here to the Podcast
Listen Here to the Podcast
Deadline = 1 Month: Sexual Harassment Prevention Training
Attention all employers / HR managers - you have 1 month left to complete your sexual harassment prevention training of all employees as required by Labor Law 201-g.
Failure to train = misdemeanor and exposure to lots of fines by the DOL.
Get your employees trained at sexualharassmenttrainingny.com
Failure to train = misdemeanor and exposure to lots of fines by the DOL.
Get your employees trained at sexualharassmenttrainingny.com
Tuesday, September 03, 2019
How to Know if Your Lawyer is Terrible
Just because someone passed the bar exam and is licensed by the state doesn’t mean that person is good at their job. Here are five ways to know if your lawyer is simply terrible, which you can tell even if you aren’t a lawyer with the know-how to evaluate legal work.
Read the full article by Andrew Lieb, Esq in Dan's Papers here.
Read the full article by Andrew Lieb, Esq in Dan's Papers here.
Wednesday, August 21, 2019
Status as a Victim of Domestic Violence is Now a Protected Class in New York State
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.
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