Hostile Work Environment
Potential clients often ask me questions along the lines of: “My company is just a small employer. Does this [New York State or New York City] statute apply to me?” That is, prospective clients often inquire whether, in light of the number of workers that their businesses employ, their businesses must comply with a particular, labor-related statute enacted by, or a given,…Read More
The Department of Defense Appropriations Act for Fiscal Year 2010 (the “DOD Act”) was signed by the White House on December 19 of last year and became effective on February 17, 2010. The DOD Act, section 8116, bars any company which is a party to any agreement in excess of $1,000,000 with the U.S. Department of Defense, and any company…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. 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
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
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