Arthur R. Lehman, L.L.C.

February 2015 Archives

Employment law protects employers and employees

It is beneficial for both employers and employees in New York to understand employment law. The laws are not in place to put onerous regulations on employers, nor are they intended to limit the flexibility of workers. They are in place to prevent employment contracts from being violated, to protect from lawsuits and to shield workers from wrongful discharge and other acts of employee mistreatment. When both sides have a grasp on employment law issues, it can help to avoid personal and professional costs later on.

Judge refuses to dismiss case against New York business

A lawsuit can be a huge problem for a business in New York. Not only are lawsuits costly and time consuming, they can also result in damaged reputations in the community. In some cases, litigation by another business is unwarranted. With the right approach, businesses might be able to get the lawsuit dismissed and put the incident behind them.

Examples of restraint of trade in New York

Doing business in New York can be complicated, with the risks, competition and other factors that arise in the marketplace. In some instances, there are also competitors who use nefarious tactics to overcome their competition in an unethical and illegal way. One strategy that is often attempted is restraint of trade. This is illegal and there are laws in place that the state attorney general enforces to prevent it and protect those who are being affected by it.

How disabled workers are protected from discrimination by the ADA

Workers in New York who are disabled are protected from mistreatment on the part of their employers or prospective employers by the Americans with Disabilities Act (ADA). Those who believe they have suffered any form of discrimination because of their disabilities have the right to move forward with employment litigation pursuant to the ADA. The details of the law are important to remember before considering a case. If an employer or other entity that falls under the auspices of the law is found to have treated an employee or a potential employee with less favor because there is a disability, illness, mental or physical impairment that is expected to last for less than six months, it is a violation of the ADA.