On June 24, 2013, the Supreme Court issued its decision in University of Tex. Southwestern Medical Center v. Nassar through which it confirmed the causation standards to be used in Title VII retaliation cases. The Court held that retaliation claims under Title VII must be proved according to “traditional principals of but-for causation, not the lessened causation test stated in §2000e-2(m). This ruling relieves the confusion for attorneys and litigants and gives employers a reason to let out a sigh of relief.
As long as an internship doesn’t consist of coffee-runs, internships usually provide valuable opportunities for developing skills, experience, and networking for young professionals. Still, there is a debate about whether this value can replace a paycheck — the latest story in this discussion being a Manhattan federal court ruling this week that a business which relies heavily on unpaid interns is obligated to pay them.
On March 29, 2013 Governor Andrew Cuomo signed legislation that increases the New York state minimum wage rate starting on December 31, 2013. The minimum wage in New York will increase to $8.00 an hour on and after December 31, 2013, to $8.75 per hour on and after December 31, 2014 and $9.00 per hour on and after December 31, 2015.
We at Hill Wallack stand ready to assist you with any concerns that may arise as a result of this new legislation.
December may be the season of joy for those celebrating at office holiday parties, but January is the season of joy for plaintiff lawyers celebrating the influx of lawsuits resulting from those parties. The key point for employers to remember is that holiday parties – no matter where they are located – are an extension of the workplace. Here are five practical suggestions for employers to limit their liability without sacrificing a merry celebration.
Many employers learned the hard way from the fury of Hurricane Irene in 2011 that hurricanes can present unique challenges for employers. Prudent employers should update your emergency plans to ensure not only the continuity of your operations and employee safety, but also potential legal issues that could arise as the result of a natural disaster. This blog entry is intended to acquaint you with at least some of the Federal and State employment-related laws that may be implicated. Note that the issues discussed below apply to any natural disaster situation, such as flood, fire, blizzard snowfall, earthquake etc.