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In my December 12, 2016 post, I explained that, in Manhattan, NYC, hostile work environment harassment involves conduct so objectively offensive as to alter the conditions of the victim’s environment, which is subjectively perceived as hostile or intimidating. Prompt investigation, by companies, of workers’ harassment claims is crucial. This post sets forth guidelines, for employers in New York State, in investigating, reaching…Read More

On December 27, 2016, the New York State Department of Labor (the “State Department of Labor” or the “NY DOL”) promulgated a new wage order, the Minimum Wage Order for Miscellaneous Industries and Occupations, 12 N.Y.C.R.R. Part 142 (the “Wage Order”), which, effective December 31, 2016 — depending on the county and the size of the employer — raises, from $675…Read More

In my December 12, 2016 post, I explained that, in Manhattan, NYC, hostile work environment harassment involves conduct so objectively offensive as to alter the conditions of the victim’s environment, which is subjectively perceived as hostile or intimidating. This post discusses the circumstances in which a company in Manhattan may be held liable (that is, legally responsible) for its employee’s hostile…Read More

On November 16, 2016, the New York City Mayor Bill de Blasio signed, into law, the New York Freelance Isn’t Free Act, Local Law 140 of 2016 (the “NYCFIFA,” the “Freelance Isn’t Free Act,” “Local Law 140,” or the “Act”), which, effective May 15, 2017, greatly strengthens the rights and remedies of independent contractors (also referred to in this article as…Read More

Effective October 31, 2016, a new statute requires a 90-day retention period for food service workers in Manhattan, NYC in venues such as corporate cafeterias, arenas and cultural institutions when a food service contractor is terminated. After 90 days, the new contractor must evaluate the workers and must retain them if they are deemed satisfactory. Specifically, on October 31, 2016,…Read More

Who Is Protected From Unlawful Harassment? New York State law protects both men and women from harassment in the workplace, and bars both heterosexual and homosexual harassment at work. Sexual harassment may include the harassment of women by men, men by women, men by men, and women by women. Two Types Of Workplace Harassment There are two types of workplace…Read More

On September 7, 2016, the New York State Department of Labor (the “Department of Labor,” the “Department,” or the NYS DOL”) issued a regulation requiring employers in Manhattan, NY, in order to pay wages to workers by direct deposit or by payroll debit card, to obtain the workers’ written consent. Further, the new regulation (also referred to herein as the “new rule”) sets forth numerous other…Read More

Manufacturer In New Jersey Recovers $100,000 Default Judgment For Breach Of Revolving Credit Agreement Recently, in a lawsuit in New Jersey state court for breach of a revolving credit agreement, I recovered, on behalf of the lender, a custom injection molder in New Jersey, a final judgment by default against the borrower, an import/export company, and the individual guarantor --…Read More

On April 4, 2016, New York State Governor Andrew M. Cuomo signed into law a bill, N.Y. State Senate Bill No. 3004-A, N.Y. State Assembly Bill No. A. 3870A (the “paid family leave law” or the “new law”) which, effective January 1, 2018, requires all private employers in Manhattan, NYC and many public employers in Manhattan, NYC to allow employees to take, and…Read More

Manufacturing Company In New Jersey Obtains $270,000 Default Judgment For Breach Of Sales Contracts Recently, in a lawsuit in New Jersey state court for breach of 177 contracts for sale, I obtained, on behalf of the seller, a plastics manufacturer in New Jersey, a final judgment by default against the buyer, an office products company, for compensatory damages of $247,691.46,…Read More