Insights

Effective November 16, 2002, the New York State Human Rights Law was amended to prohibit employers from imposing on an employee any term or condition of employment that would require the employee to violate or forego a...

Connecticut has adopted a new law regarding criminal history questions on job applications. To comply with the law, many Connecticut employers will find it necessary to revise their employment applications and their...

A Comparison of the Definition of “Disability” in the Americans With Disabilities Act, the New York State Human Rights Law, and the New York City Human Rights Law Presented by Dennis A. Lalli to the Fall Meeting...

Employers may not refuse to rehire former employees based on past drug or alcohol addiction, according to a June 2002 decision by the Ninth Circuit Court of Appeals. Hernandez v. Hughes Missile Systems Co., 292 F.3d 1038...

The California Fair Employment and Housing Act (“FEHA”) (Gov’t Code § 12900 et seq.) protect individuals from discrimination in the workplace. Specifically, the Act protects those age forty or older by...

The U.S. Court of Appeals for the Second Circuit in New York recently reversed a $150,000 jury award in a sexual harassment case, finding that the complained of conduct did not rise to the level of an actionable hostile...

The U.S. Court of Appeals for the Second Circuit recently ruled that an employee who submits to her supervisor’s unwelcome sexual advances suffers a “tangible employment action,” with the result that the...

On June 10, 2002, the U.S. Supreme Court unanimously reversed a decision of the Court of Appeals for the Ninth Circuit and ruled that employers may assert a “direct threat to self” defense to claims under the...

Westchester County, located north of New York City and the site of the headquarters of many major companies, has adopted a Human Rights Law, expanding the legal protections afforded to employees and applicants for employment...

Under the Americans with Disabilities Act (“ADA”), employers are not obligated to accommodate disabled applicants or employees who, even with accommodation, would be unable to perform the essential functions of...