News and Articles

Legal Update - March 2019 Newsletter

David Lloyd - Friday, March 08, 2019

Dear valued clients and supporters: This month's newsletter will focus on 1) new guidance issued on discrimination based on hairstyle in NYC; 2) possible legislation in NYC impacting fast food employers and employees; and 3) immigration status and employment law.

Hairstyle Discrimination Banned in NYC
In February 2019, the New York City Commission on Human Rights issued groundbreaking legal guidance advising that employers who have restrictive hairstyle policies are likely violating New York City Human Rights Law's protections against discrimination in the workplace. In conjunction with presenting extensive background information and context, the Commission explained that hairstyle restrictions had a disproportionate impact on non-white ethnic groups who are often required to go so far as to manipulate the natural condition of their hair to be in compliance with work place policies. Extensive guidance is now available on the Commission's website and employers are advised to amend any existing policies accordingly.


Possible protections from termination for fast-food employees
New York City Council introduced a new bill in February which, if passed, will prohibit a fast food employer from laying off an employee without a bona fide economic reason. The legislation defines a “bona fide economic reason” as the full or partial closing of operations or technological or organizational changes to the business resulting in the reduction in the volume of production, sales, or profit. If an employer has a “bona fide economic reason” for a layoff, the layoff must be conducted on a “last in, first out” basis — in reverse order of seniority according to the length of service of employees in the establishment where the termination is to occur. Employees senior in length of service must be retained the longest and reinstated first. The bill specifies how to compute the length of service and accounts for military service, illness, and other absences. This proposed bill will significantly change the "at-will" doctrine, which currently governs the employer-employee relationship in the fast-food industry. We will continue tracking this bill and provide additional details and guidance as it makes its way through the legislative process.


Immigration Status and Employment Law
Many employees who work in the US on a variety of visas often have questions about the impact their immigration status may have on their rights as employees. To address some of these issues, we co-authored an article with our colleague Steve Maggi, Esq (an immigration attorney). We encourage our readers, especially those who are working in the US on a visa or employers who frequently hire foreign workers, to read this article which is now available on our website.

Readers are encouraged to follow us on Twitter (@lloydpatelllp) and Facebook to receive updates on these and other issues throughout the month.


Recent Posts


NYC Salary History Law NQSO $15 Minimum Wage Real Estate Law Trade Secrets Department of Labor Housing Law Immigration Status Paid Family Leave Trade Secrets Act Arbitration Agreements Executive Negotiation Lactation Law Nobel Prize Public-Sector Union Fees Sexual Harassment policy Executive Severance Internet Law Criminal Record Firm Announcements Ban the Box Glatt v. Fox Searchlight Pictures NYC Human Right's Law's Transgender protections National Labor Relations Board Unionization Wage Theft Protection Act Federal Acquisition Regulatory Council NLRB Worker's Rights Westchester County implementing new leave laws Overtime Exemptions Trademark licensing Postnup Credit History Sexual Harassment Minimum wage marijuana usage Employment Law Workplace Requirements drug testing Credit ACA Domain Name Overtime Rules Attracting Investment Fair Labor Standards Act Corporate Law Browning-Ferris Case Glatt v. Fox Searchlight Pictures, Inc. New Address employment discrimination lawsuits Non-Qualified Stock Options Business Law Health Care Affordable Care Act Employee Salary Histories stocks Federal Contractors Start-up Ventures Facebook Privacy and Litigation Employment Offer/Agreement Web Domains New York Earned Sick Time Act Newsletter Fair Chance Act Divorce Household Employees Business Mandatory Class Action Waivers Employer Mandate I-9 Verification sexual harassment training Human Rights Law Illegal rentals Interns graduate students Trademark Law Hairstyle Discrimination Freelance Isn't Free Interns as Employees Pregnancy Fair Workweek Law Fair Work Week Legislation Credit Checks Independent Contractor Security Privacy workplace discrimination LinkedIn Joint-Employer Relationship Intellectual Property National Labor Relations Act Westchester Safe and Sick Time Laws EEOC Filing Requirement Technology Womens Rights Employment Contracts Alter-Ego Doctrine NY payroll law #meToo Fair Pay and Safe Workplace Executive Order New York City Human Rights Law NYC Sexual harrassment law AirBnB Right to Unionize Unions Payroll Scams Nanny Audit Interview Series Selling Business commuter benefits Negotiating Apple vs. FBI entrepreneur U.S. Department of Labor Prenup


EDIT - blog-container - This controls the styles for the headings

EDIT - BlogTagCloud - Font style


  • EDIT  - post-body - Font style

EDIT - side-panel - This is the colour of the sidebar headings

Snap | BC Module - Blog - Blog Description

Snap | BC Module - Blog - Blog Title

EDIT - Snap | BC Module - Blog - Date - This is the date box style

EDIT - Snap | BC Module - Blog - Post Content - Font style

EDIT - Snap | BC Module - Blog - Post Title - Heading style

EDIT  - Snap | BC Module - Blog - Sidebar Content - Font style

EDIT - Snap | BC Module - Blog - Sidebar Title - Heading style

latest blog title snap text


Disclaimer: Nothing on this website is or should be construed as legal advice.
An attorney-client relationship does not exist with our firm unless a signed
retainer agreement is executed, and we do not offer legal advice through
this site or any of the content located on it. For legal advice for your
particular circumstances, please contact us directly.