New York employers spanning the state and of virtually every size and description routinely confront workplace challenges across a broad spectrum of concerns.
Key deadlines always loom. Legal bodies at all levels of government throw up regulatory hurdles. A constant focus on accounting, tax matters and profitability is a given. Risk avoidance is always on the radar of key managers. Diverse individuals and entities interact routinely, ranging from potential business partners, customers and vendors to lenders, suppliers, contractors and more.
And then there are, of course, employees. The management/worker component is a central cog in any business and one that is notable for typically being of both a reciprocal and adversarial nature. Each side needs the other, yet troubles periodically flare in most companies.
Take labor disputes, for instance. One of the most common types of issues related to employment is discrimination.
Workplace discrimination allegations are diverse and often extremely problematic for employers. They can be especially concerning when – as noted by the above-cited source – they allege “that an individual was discriminated against due to his or her status in one of the protected classifications as defined by federal law.”
Those classifications are prominently spelled out in the seminal Civil Rights Act of 1964 and subsequent federal legislation. They include these categories:
- Race
- National origin
- Religion
- Gender
- Age
- Disability
- Sexual orientation
- Pregnancy
Prudent employers anticipate and defend against employment charges via the formulation of proactive and forward-looking strategies and, when necessary, through an alliance with a proven employment law legal team well versed in litigation.
Experienced labor law legal counsel can provide further information.
