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IAML Insights

August 28, 2017

New York employers now have a new class of employees to be wary of – the “cute”.  A New York appellate court just issued a decision reviving a gender discrimination claim brought by a female plaintiff, who alleged that she was fired because her employer’s wife thought she was too “cute” and a threat to her marriage. Edwards v. Nicolai....

August 25, 2017

Patrick White, an attorney in the Cook County (Illinois) Public Defender’s Office, lost his claim that the county’s promotion process had an adverse impact on male attorneys. This judicial finding follows a jury verdict against the lawyer on his claims of disparate treatment discrimination. Mr. White was a Grade III public defender, seeking a...

August 25, 2017

It’s been a rough few years for workplace policies at the NLRB. From communication policies, to social media policies, to conduct policies, to confidentiality policies, the NLRB has, time and again, struck down facially neutral, garden variety employer policies as overly restrictive of employees’ section 7 rights to engage in protected concerted...

August 24, 2017

Are you an employer located in New York? Or might you employ even one worker in New York? If so, you need to read this. Last year, New York State passed a Paid Family Leave (PFL) law as a part of its existing state disability law, requiring employers with one or more employees to obtain insurance that covers paid family leave. The paid...

August 22, 2017

Mull v. Motion Picture Ind. Health Plan educates employers on the basics of the requirements of the Employee Retirement Income Security Act (ERISA) governing plan documents and summary plan descriptions. The lessons are sobering, particularly as they relate to group health plans. Although compliance with these requirements is neither...

August 21, 2017

If you’re a private sector employer, you can generally fire an at-will employee for his or her political beliefs or expression. The First Amendment, as we discussed last week, does not limit you. Depending on where you are, there may be state or local laws protecting employees from discrimination based on their political beliefs or activities, but...
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