In Brief Artificial intelligence is increasingly being used to screen resumes, evaluate candidates, and make hiring recommendations, but algorithmic systems can perpetuate or amplify existing biases. Employers that rely on flawed AI tools may unintentionally discriminate against applicants based on race, gender, age, disability, or other protected characteristics. As regulators increase scrutiny of algorithmic hiring[…]
In Brief Artificial intelligence is increasingly being used to screen resumes, evaluate candidates, and make hiring recommendations, but algorithmic systems can perpetuate or amplify existing biases. Employers that rely on flawed AI tools may unintentionally discriminate against applicants based on race, gender, age, disability, or other protected characteristics. As regulators increase scrutiny of algorithmic hiring […]
In Brief Class actions allow individuals who have suffered similar harm to join together in a single lawsuit, making it possible to challenge misconduct that might otherwise go unaddressed. These cases help level the playing field by allowing large groups of affected individuals to pursue accountability and compensation collectively. Understanding how class actions work can[…]
In Brief Class actions allow individuals who have suffered similar harm to join together in a single lawsuit, making it possible to challenge misconduct that might otherwise go unaddressed. These cases help level the playing field by allowing large groups of affected individuals to pursue accountability and compensation collectively. Understanding how class actions work can […]
When your employer presents you with a severance agreement, it is understandable to feel overwhelmed by the agreement itself and the “legalese” within; by your termination and the prospects of finding new employment; and by the circumstances that led to this agreement. (See related blog, "I Was Laid Off. Now What?" here.) At Sanford Heisler[…]
When your employer presents you with a severance agreement, it is understandable to feel overwhelmed by the agreement itself and the “legalese” within; by your termination and the prospects of finding new employment; and by the circumstances that led to this agreement. (See related blog, “I Was Laid Off. Now What?” here.) At , we […]
In recent months, mass layoffs have shaken various sectors of the economy. Major companies have implemented widespread workforce reductions in an apparent response to rising costs, economic uncertainty, and shifts in consumer behavior. While companies must respond to these economic changes, many use mass layoffs as a cover for unlawful terminations. A closer examination into[…]
In recent months, mass layoffs have shaken various sectors of the economy. Major companies have implemented widespread workforce reductions in an apparent response to rising costs, economic uncertainty, and shifts in consumer behavior. While companies must respond to these economic changes, many use mass layoffs as a cover for unlawful terminations. A closer examination into […]
Mass layoffs have become increasingly common in the workforce; they can affect any company at any time. Given the effects that mass layoffs have on businesses and employees, it is vital to understand their legal implications. In most mass layoffs, many employers must comply with the Worker Adjustment and Retraining Notification (WARN) Act. Ensuring compliance[…]
Mass layoffs have become increasingly common in the workforce; they can affect any company at any time. Given the effects that mass layoffs have on businesses and employees, it is vital to understand their legal implications. In most mass layoffs, many employers must comply with the Worker Adjustment and Retraining Notification (WARN) Act. Ensuring compliance […]
On November 21, 2022, New York Governor Kathy Hochul signed S1958A/A8092B into law, which bars employers from punishing or disciplining workers for taking lawful absences from work (often referred to as “no-fault” attendance policies). The law amends Section 215 of the New York Labor Law and went into effect on February 19, 2023. Overview Under[…]
On November 21, 2022, New York Governor Kathy Hochul signed S1958A/A8092B into law, which bars employers from punishing or disciplining workers for taking lawful absences from work (often referred to as “no-fault” attendance policies). The law amends Section 215 of the New York Labor Law and went into effect on February 19, 2023. Overview Under […]
Between the lingering hold of the COVID-19 pandemic, social and political stressors, and financial uncertainty, it's unsurprising that an overwhelming 90 percent of U.S. adults believe the country is experiencing a mental health crisis. Over 50 percent of individuals in the US will be diagnosed with a mental illness or disorder, including anxiety, mood, substance abuse, and impulse control[…]
Between the lingering hold of the COVID-19 pandemic, social and political stressors, and financial uncertainty, it’s unsurprising that an overwhelming 90 percent of U.S. adults believe the country is experiencing a mental health crisis. Over 50 percent of individuals in the US will be diagnosed with a mental illness or disorder, including anxiety, mood, substance abuse, and impulse control […]
Discrimination on the basis of weight is rampant in society. Yet only one state, Michigan, explicitly prohibits weight-based discrimination. Two other states, Massachusetts and New York, are currently considering bills that would prohibit discrimination on the basis of weight. Meanwhile, approximately 41.9% of adults in the United States are obese, and research indicates that overweight[…]
In Brief The Speak Out Act limits the enforceability of nondisclosure agreements that have historically been used to silence survivors of sexual harassment and assault. By restricting the use of NDAs in these contexts, the law aims to promote transparency, expose serial perpetrators, and shift workplace culture away from silencing victims in favor of protecting[…]
Rarely when faced with an employee’s opposition to discrimination or other unlawful activity do employers fire the employee by telling them, “I am firing you because of your opposition to my unlawful activity.” Employers are usually subtler when they want to stop employees from speaking up. For example, they may change an employee’s job duties,[1][…]
Now that the pandemic seems to be winding down, many employers are considering if it is the right time to ask their employees to return to work. But with COVID laws and regulations still in effect, as well as existing disability, discrimination, and whistleblower laws, the answer to this question is complicated. At Sanford Heisler[…]
In Brief Congress enacted the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, a landmark bipartisan reform that gives survivors the option to bring claims in court rather than being forced into private arbitration. The law invalidates pre-dispute arbitration agreements and class-action waivers for sexual assault and sexual harassment claims. The legislation represents[…]