Lawyers and human resources professionals who are committed to their craft are fundamentally in the business of helping people. Our most natural tendency is to determine solutions to problems. We learn of a concern, filter it through our own lens
Levy Employment Law Blog
The Levy Employment Law Blog, published by Levy Employment Law, LLC, focuses on employment law topics from an employee relations perspective. It covers workplace investigations, employment policies and agreements, and responses to administrative agency charges related to harassment, discrimination, retaliation, and wage and hour issues. The blog discusses legal compliance, workplace accommodations, and evolving regulations affecting employers and employees, particularly in New York and Connecticut. It also addresses practical implications of employment law changes, workplace culture alignment, and strategies to prevent litigation. The content reflects the firm's experience in employment law counseling and workplace dispute resolution without handling litigation directly.
Latest from Levy Employment Law Blog - Page 2
Focus on Disabilities Part II: Must the Employee Disclose a Medical Condition?
By Tracey Levy
Can an employee receive a workplace accommodation without disclosing the employee’s medical condition? The answer, as with so many seemingly “simple” legal questions, is that it depends. Policies Can Be Broader than Laws An organization can certainly adopt a policy…
Trump Administration Begins Rolling Back Federal Regulation of Workplaces
By Tracey Levy
A range of initiatives centered in the U.S. Department of Labor (DOL) are focused on reducing regulatory requirements for employers and lessening enforcement actions and penalties. These are all occurring at the same time that the Equal Employment Opportunity Commission…
Socioeconomic and First Generation Status Become Substitute “Proxies” for Discrimination – AG Bondi Memo Part III
By Tracey Levy
Socioeconomic status, first-generation status, and geographic location are not legally protected characteristics. By that, I mean that it is lawful for an organization to offer benefits and opportunities or make hiring or selection decisions based on those factors. But according…
AG Bondi Memo Part II: When DEI Efforts Will Come Under the DOJ’s Fire
By Tracey Levy
What is “unlawful DEI” and when might the federal government come after you for it? While a recent memo issued by Attorney General Pam Bondi overlapped in its categories and examples (as discussed in Part I of this article), a…
Many Words Saying Little Hide One New Front of Attack: AG Bondi Memo Defining “Unlawful DEI” Part I
By Tracey Levy
A new nine-page memo issued by Attorney General Pam Bondi that is intended to provide clarity as to when the federal government considers diversity, equity and inclusion (DEI) initiatives to be unlawful actually adds little to achieve that. The memo…
Focus on Disabilities Part I: When Is an Employee Entitled to a Reasonable Accommodation?
By Tracey Levy
Just because someone with a disability can function without an accommodation does not mean that the individual is not entitled to receive an accommodation under the Americans with Disabilities Act (ADA). That was the crux of a decision by the…
30+ Reasons Why You CAN Fire a NY Employee
By Tracey Levy
Employment-at-will means that an employee can be fired for any reason or no reason at all. In New York, as demonstrated by our prior list of reasons why you cannot fire an employee, the concept of employment at will has…
30+ Reasons Why You Cannot Fire a NY Employee
By Tracey Levy
New York law strongly adheres to the principle of employment at will; except where it does not. Over the years, the government continuously adds new legal protections for employees, to such a degree that employers may not be aware of…
Workplace Investigations: Should Your Investigator Look Like the Complainant?
By Tracey Levy
The most uncomfortable conversations I have had related to a new workplace investigation have involved the request for me or another specific attorney on my team conduct the investigation because that individual is perceived to align with the same demographic…