Understanding Employee Rights During Company Mergers and Acquisitions in NYC
When a company announces a merger or acquisition, employees are often the last to know—and the first to worry. Suddenly, the job you’ve counted on feels uncertain. Will your position still exist? Will your manager change? What happens to your benefits, your seniority, and your security?
The truth...
The Impact of the Gig Economy on Employment Law in New York
Sam starts each day juggling multiple jobs—delivering food in the morning, walking dogs in the afternoon, and picking up freelance graphic design gigs in the evening. There are no benefits, no paid time off, and no HR department to call when one of the platforms suddenly slashes rates. Sam is just an...
Legal Considerations for LGBTQ+ Employees in the New York Workplace
When Jordan started a new job in Midtown, they were excited to bring their full self to work. For the first time, they felt comfortable mentioning their partner during casual conversations with colleagues. But after that, things changed—meetings were canceled without explanation, a supervisor stopped making eye contact, and Jordan was suddenly...
Understanding Employee Rights Under the New York Paid Family Leave Act
Balancing work and personal responsibilities can be challenging, especially when employees need time off to care for family members. The New York Paid Family Leave Act (PFL) provides job-protected, paid time off for eligible employees facing major life events, such as caring for a seriously ill family member, bonding with a new...
Navigating the Complexities of Freelance Worker Protections in NYC
Freelancing offers flexibility and independence, but it also comes with challenges—especially when it comes to legal protections. New York City has taken steps to safeguard freelancers' rights, primarily through the Freelance Isn’t Free Act (FIFA). This law ensures that independent contractors receive timely payment, written contracts, and protection from retaliation.
The Impact of Social Media Conduct on Employment Status in NYC
Social media has become a significant factor in employment decisions across New York City. What employees post, like, or share online can have serious consequences, both inside and outside the workplace. Employers increasingly monitor social media activity, and in some cases, posts deemed inappropriate, offensive, or damaging to a company’s reputation can...
Employee Rights Regarding Religious Accommodations in NYC
Religious freedom is a fundamental right, and New York City employees are legally protected from workplace discrimination based on their religious beliefs. Employers must provide reasonable accommodations for employees’ religious practices unless doing so would create an undue hardship on business operations. Let’s explore what qualifies as a religious accommodation, how to...
Understanding the Legalities of Employee Surveillance in New York
Employers have a legitimate interest in monitoring workplace activities to ensure productivity, protect company assets, and prevent misconduct. However, employee surveillance is a legally complex issue, particularly in New York, where strict privacy laws protect workers from excessive or unlawful monitoring.
While businesses may track emails, phone calls,...
Legal Implications of Artificial Intelligence in NYC Hiring Practices
Artificial intelligence (AI) is changing the way businesses recruit and hire employees. Many New York City employers now use AI-driven tools to screen resumes, conduct interviews, and assess candidates. While AI can streamline hiring, it also raises serious legal concerns about bias, discrimination, and transparency.
New York City has...
Addressing Age Discrimination in the Modern New York Workplace
Age discrimination remains a significant issue in workplaces across New York despite laws designed to protect older employees. As businesses adapt to changing technologies and workforce dynamics, some employers unfairly favor younger workers, overlooking the experience and contributions of older employees. This blog discusses what constitutes age discrimination, how to recognize...