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    • Legal Compliance and Risk Mitigation
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    • EEO/Harassment and Discrimination Prevention
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    • Wage & Hour
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    • Managing Leaves of Absence
    • Employee Benefits
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    • Labor Relations/CBA/Union/NLRA
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    • Training
  • Team
    • Sima Ali, Esq.
    • Karen Lynch, Esq.
    • Kerri Beatty, Esq.
    • Andrea Moss, Esq.
    • Mary McCarthy
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May 2024

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NYC Prohibits Provisions in Employment Agreements that Shorten the Time Employees Can Bring Discrimination Claims

Effective May 11, 2024, the New York City Human Rights Law (“NYCHRL”) was amended to prohibit any term of an employment agreement that shortens the time for employees to file a claim of unlawful discriminatory practices, harassment, or violence under the NYCHRL. Read more >

EEOC Issues Updated Guidance on Workplace Harassment

On April 29, 2024, the Equal Employment Opportunity Commission (“EEOC”) issued updated guidance on workplace harassment to address recent legal developments and emerging issues in the workplace.

The EEOC’s new guidance covers the three components of a harassment claim: (1) the covered bases and causation; (2) discrimination respecting a term, condition, or privilege of employment; and (3) liability.  Read more >

Reminder: June 4th is the Deadline for Filing EEO-1 Reports

As you may know, private employers with at least 100 employees must file an EEO-1 report that organizes employee demographic data by employee job category, as well as gender and race/ethnicity, and submit that data to the Equal Employment Opportunity Commission (“EEOC”) on an annual basis.  The deadline for employers to file the 2023 EEO-1 report is June 4, 2024.  The EEOC then uses this workforce demographic data for a variety of purposes including enforcement, analytics and research, and evaluation of industry trends. Read more >


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This material is for informational purposes only and is not intended to constitute legal advice.