Bill Introduced to Spare Repayment of Unemployment Benefit Overpayments Obtained Innocently But Erroneously

New York’s highest court recently ruled that an employer’s failure to engage in a good-faith interactive process regarding the reasonableness of an employee’s requested accommodation generally precludes the employer from obtaining summary judgment on disability claims under the New York State and New York City Human Rights Laws.

Earlier this week, a state appellate court held that an employee failed to introduce substantial evidence under the Fair Employment and Housing Act (FEHA) that his employer’s decision to terminate his employment was motivated by retaliatory animus. According to the California Court of Appeal, the employee, who was fired for allegedly making false statements related

The Appellate Division has adopted the U.S. Supreme Court’s broad definition of “opposition” for purposes of determining whether an employee engaged in protected activity by opposing a practice under the New Jersey Law Against Discrimination (NJLAD). The plaintiff was terminated following the deterioration of his relationship with his boss after a conversation about outstanding commissions due him.