Priya Amin

New NYC Law Requires Two-Step Background Checks and Expands List of Pre-Adverse Action Factors

By Priya Amin and Todd Lebowitz on July 26, 2021 Posted in Background Checks

The New York City Fair Chance Act (FCA) amendments expand protections for individuals with a criminal record and impose new obligations on employers that conduct background checks. The changes take effect July 29, 2021. The amendments require most background checks to be conducted in two steps,[1] provide “complete protection” for non-convictions and add specific FCA … Continue Reading

Only Two Weeks Remaining for Connecticut Employers to Meet Their Sexual Harassment Training Requirements

By Priya Amin on April 6, 2021 Posted in Harassment

The Connecticut Commission on Human Rights and Opportunities (CHRO) recently extended the deadline for employers to complete sexual harassment training as required under the Time’s Up Act (the Act). Employers are not required to request this extension; it is a blanket extension to April 19, 2021*. The Act, which went into effect on Oct. 1, … Continue Reading

EEOC Releases Technical Assistance Documents Regarding Opioid Addiction and the ADA

By Amanda Van Hoose Garofalo and Priya Amin on August 11, 2020 Posted in ADA

On August 5, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) released two technical assistance documents addressing opioid addiction and employment. The EEOC defines opioids to include prescription drugs such as codeine, morphine, oxycodone, hydrocodone, meperidine, buprenorphine and methadone, as well as illegal drugs like heroin. Employee Guidance The first document is guidance for employees … Continue Reading

New York Southern District Vacates Several Provisions of the DOL’s Final Rule on the FFCRA

By Priya Amin on August 10, 2020 Posted in New York

On August 3, 2020, the Southern District of New York issued a decision vacating certain provisions of the Department of Labor’s (DOL) Final Rule on the Families First Coronavirus Response Act (FFCRA). This ruling will be difficult and problematic for many employers and will create substantial uncertainty in the workplace. The FFCRA, which was enacted … Continue Reading