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...
Navigating Non-Compete Agreements in New York Employment Contracts
Non-compete agreements are standard in New York employment contracts, but they can be restrictive and impact a worker’s ability to find future employment. These clauses limit an employee’s right to work for competitors or start a similar business after leaving a company.
While employers argue that non-compete agreements...
Examples of Sexism in the Workplace and How to Take Action in New York
Sexism in the workplace doesn’t always look the way people expect. It’s not just about outright harassment or obvious pay discrimination. It can be subtle, woven into a company's culture, hidden in hiring decisions, or disguised as office “traditions.” It affects women, men, and non-binary individuals alike, shaping careers, limiting opportunities, and...
What to Know About Drug Testing in the Workplace in New York City
Many employees don’t realize how New York City’s drug testing laws affect their rights. While employers have the right to conduct drug tests under certain conditions, city and state laws restrict when and how these tests can be administered.
One of the most significant changes in recent years is...
Should a Lawyer Review My Employment Contract?
Entering into an employment contract is a pivotal moment in your career. While the prospect of a new position is exciting, it's essential to approach the agreement with diligence. In New York, employment contracts can be intricate, containing terms that may significantly impact your professional trajectory. Here’s why having a lawyer review...
What to Do When You’re Misclassified as an Independent Contractor in New York
Independent contracting offers flexibility, but being misclassified as an independent contractor when you should be an employee can cost you essential protections. Many New York workers are labeled as independent contractors when they should be classified as employees. This misclassification allows employers to avoid paying minimum wage, overtime, unemployment benefits, and...