On January 23, 2013, New York’s City Council passed a bill that would modify the New York City Human Rights Law and prohibit discrimination based on unemployment status. The bill would also prohibit advertising requiring current employment as a condition of employment. However, the bill contains several notable exceptions, including that employers may (1) consider an applicant’s unemployment if a substantially job-related reason exists for doing so, and (2) ask applicants about the circumstances related to “separation from prior employment.” If enacted, Bill 814-A would create a private cause of action, as well as grant the New York City Human Rights Commission the authority to enforce the law. Mayor Michael Bloomberg has expressed his intention to veto the bill. Ogletree Deakins will continue to monitor the status of this bill.
Henry v. New Jersey Dep’t of Human Servs., 2010 WL 5018534 (N.J. Sup. Ct., December 2, 2010) – In another statute of limitations case, the plaintiff, an African-American, was hired as an entry-level nurse in 2004 after obtaining her master’s degree. Sometime later that year she developed initial concerns about potential racial discrimination, but she
20 Tips for U.S. Virgin Islands Employers in 2020: Sexual Harassment Prevention Policies and Training
Conducting business in the Virgin Islands poses unique challenges not often encountered in the states, but also unique opportunities. This 20-part blog series will offer tips for doing business in the U.S. Virgin Islands, covering a broad array of topics affecting employers. Part three of this series addresses sexual harassment prevention policies and training.
Canadian employers subject to federal regulation will want to take note of changes to the Canada Labour Code that came into force on September 1, 2019. These reforms apply to a large number of minimum employment standards with vacation, breaks, leaves of absences, and predictive scheduling impacted, among others. As a result of the far-reaching nature of the changes, they will have a significant impact on federally regulated workplaces.