As the workforce continues to age, age discrimination in the workplace becomes an increasingly prevalent issue. New York employers must prevent age discrimination and create a fair and inclusive work environment. Here are some best practices employers can implement to prevent age discrimination in the workplace. Provide Anti-Discrimination Training to

Being mistreated in the workplace because of your disability is never okay. Such conduct can create and foster an unsafe, uncomfortable, and hostile environment. Additionally, it can cause physical and emotional harm, making it difficult for you to do your job or even enjoy your life outside of work. On

We live in a more progressive and accepting era than we were just a few decades ago. Yet, members of the LGBTQ+ community still face discrimination and harassment at work because of their sexual orientation or gender identity. Such harsh and harmful treatment is unacceptable and must stop. Ending this

Age discrimination is prohibited by federal law. More precisely, the Age Discrimination in Employment Act (ADEA) states an employer cannot discriminate against any employee or job applicant over the age of 40 “with respect to his [or her] compensation, terms, conditions, or privileges of employment,” solely on account of age. The

Size can make a difference when it comes to certain forms of employment discrimination. That is to say, the size of a given employer–i.e., how many people work for the company–often determines whether or not a particular employment discrimination law applies to the firm and its employees. For example, the federal

There are a number of laws designed to combat age discrimination in the workplace. The most prominent is the Age Discrimination in Employment Act of 1967 (ADEA), which prohibits certain types of employers from discriminating against workers–who are at least 40 years old–on the basis of age. More precisely, the ADEA applies

New York State and New York City both provide legal protections for workers that meet–and often exceed–the provisions of federal civil rights law. In order to take advantage of state and city laws, you must demonstrate that the New York courts have “subject matter jurisdiction” over your claim. Among other

Although employment figures have been strong over the past few months, a rising tide does not necessarily lift all boats. Older workers, in particular, continue to face an uphill struggle when it comes to finding work or simply retaining their current jobs. Although the federal government banned age discrimination 50 years ago,

New York employers need to tread carefully when it comes to soliciting information regarding the ages of job applicants. In some industries–notably technology–there is often a demonstrable bias in favor of hiring younger workers. Federal and state anti-discrimination laws do not recognize such biases as legitimate grounds for making employment decisions. IT