Archives: Harassment

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New York State Issues Guidance for Compliance with New Sexual Harassment Law

Earlier this year, Gov. Cuomo signed into law the 2018-2019 New York State Budget, which included new requirements for both private and government employers intended to combat sexual harassment in the workplace. As reported in our previous post, the new law mandates that starting October 9, 2018, all New York employers must adopt a sexual … Continue Reading

Budget Bill Imposes Sweeping Requirements on Employers Related to Sexual Harassment

The #MeToo movement is not finished making waves just yet. Governor Cuomo signed a 2019 Budget Bill on April 12, 2018, but the bill did not limit itself to budgetary issues. Instead, it included sweeping revisions to several statutes, resulting in several new requirements for employers doing business in New York State: Anti-Sexual Harassment Policies … Continue Reading

Walking in a Winter Litigation Wonderland: Top Employment Mistakes to Avoid at Your Company Holiday Party

As 2013 draws to a close, attentions turn to the festivities and merriment of the holiday season, and many employers gear up for office holiday parties.  A holiday party is a great way to reward employees for a long year’s work, encourage employees to mingle with coworkers outside of their immediate work groups, and set … Continue Reading

Interns and Anti-Discrimination Laws: Is Wang Employers’ High-Water Mark?

So you may have heard — a federal court in New York has dismissed an unpaid intern’s hostile work environment sexual harassment claim against a media company pursuant to the New York City Human Rights Law (“NYCHRL”).  (Wang v. Phoenix Satellite Television US, Inc., Case No. 1:13-cv-00218-PKC (S.D.N.Y. 2013).)  In granting the defendant’s motion to dismiss the plaintiff’s … Continue Reading

Trends in Social Media and the Workplace: Where Does Social Media Harassment Fit In?

How much do an employer’s obligations to prevent and remedy workplace harassment extend into the virtual world?  Does an employer have the same or different obligations to address an employee’s concerns regarding an unwelcome picture posted on Instagram or a sexually inappropriate “tweet” by a co-worker on their own time and on their private social … Continue Reading
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