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The answer is probably not. New York employers should be very wary of the type of wages they withhold from employees, since certain deductions are in violation of § 193 of the New York Labor Law. § 193 of the New York Labor Law prohibits all deductions other than those expressly identified therein.  If an employer chooses to make prohibited deductions, the

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The NY Post recently reported (http://nyp.st/IN8Ojh) an ex-AIG employee commenced an employment discrimination lawsuit in Federal Court, claiming he was the subject of a hostile-work environment under Title VII and the Americans with Disabilities Act (ADA), stemming from taunts about his race and weight. Earl Brown, 43, an African-American Ivy league-educated lawyer, claimed that on occasion his superior taunted him saying, "Hey! Hey! Hey! It’s Fat Albert!”

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The Equal Pay Act (EPA) requires that men and women employed at the same workplace be paid equally for equal work. A majority in Congress passed this Act in 1963. The subject employment need not be identical, but it must be noticeably equal. Job responsibilities and content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered

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The New York Times recently featured an article focused on the attempts of three senators, one republican and two democrat, to combat age discrimination with the passage of a bill, which would overrule a Supreme Court ruling from 2009.  Clearly this issue is vital since New York City has a very high percentage of residents over the age of 40.  Now, two

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New York City residents are well aware of the current state of the national and local economy, and the difficulty of locating work when being unemployed for an extended period of time.  With so many forms of employment discrimination, including, but not limited to, race discrimination, gender discrimination, religious discrimination and sexual orientation discrimination, a novel and disturbing form of employment discrimination

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Recently, New York City was ordered to pay as much as $128 million in back wages to minority candidates who took the New York City Fire Department’s (“FDNY”) screening test but were never hired, according to a ruling by a federal judge who had deemed the test discriminatory in violation of the disparate impact section of Title VII of the Civil Rights

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Dina Bakst, in her Jan. 31 Op-Ed article, “Pregnant, and Pushed Out of a Job,” disappointingly did not distinguish between two very specific and different legal terms, “accommodation request” and “pregnancy discrimination.”  Additionally, she failed to recognize New York City’s Human Rights Law (“NYCHRL”), one of the strongest laws in the nation protecting New York City’s citizens. Pregnancy discrimination (which is illegal

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