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Earlier this month, the Obama administration endorsed an amendment that would expand the Civil Rights Act of 1964 to protect gay, lesbian and transgender Americans.  Until now, there is no federal law that unequivocally prevents workers from being fired, harassed or plainly discriminated against because of their sexual orientation or gender identity. Despite strong efforts by a segment of Congress and the

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Last week, UPS had the good sense to settle a pregnancy discrimination case that was renewed by the U.S. Supreme Court in March, which involved a driver’s (Ms. Peggy Young) suit against the postal carrier alleging denial of a her light-duty request in 2006, in violation of the Pregnancy Discrimination Act. The High Court held that both parties interpretation of the Pregnancy

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Target has agreed to pay $2.8 million to settle charges that its testing procedures for potential candidates was discriminatory based on race and sex. The Equal Employment Opportunity Commission (“EEOC”) commenced this litigation after a reasonable cause finding was obtained post-investigation. The reasonable cause determination held that during its hiring process Target’s exam disproportionately vetted out applicants for exempt-level professional positions based

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The Obama administration is on a mission to expand protections and rights to as many workers as possible until the president’s tenure is complete at the end of 2016.  In fitting style, President Obama signed an executive order on Monday (Labor Day) requiring federal contractors to provide up to seven days of paid sick leave a year.  This is two full days

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Last week, Netflix announced that it would expand its paid family leave policy to give new parents unlimited time off during the first year after the arrival of a new baby. This was a pretty monumental headline considering that corporations are under no obligation in New York (and in the rest of the country for that matter) to provide for paid leave

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A couple of weeks ago President Obama announced that he would be amending a rule applicable to salary thresholds for overtime entitlement under the Fair Labor and Standards Act. The rule would raise the salary threshold below, which workers automatically qualify for time-and-a-half overtime wages to $50,440 a year from $23,660. This is clearly a revolutionary ruling that could potentially affect millions

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In a blog post from March 2014, I discussed the pros and cons of filing a claim with the New York City Commission on Human Rights. That post focused on the election of remedies aspect of filing an employment discrimination claim and the potential risk of a Commission’s finding of no probable cause. This finding can often act as a bar to

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