Fridays with Frank – Nov 22, 2019

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thanksgivingHappy friday!

Another whirlwind week is over, and it’s time to celebrate the weekend! This week I mixed things up a little with a Q&A format. If you like it and have a burning question about HR or compliance, send it to theexperts@hrcexperts.com. Maybe you’ll be featured in a future Q&A edition of Fridays with Frank!


Is that really you?  One of my favorite topics is Form I-9 compliance—I’m already excited for the 2020 I-9 Palooza in Nashville, TN! So, when friends have I-9 questions, who else would they call? Our first question: When hiring remote employees, can the employer use Skype, FaceTime, etc. to view the employee’s documents used for Section 2 verification? (I’ll give you a minute to ponder…) The answer is a resounding no! The rules are the same for every employee you hire. The I-9 instructions state that employer, or authorized representative, must physically examine the employee’s unexpired document(s), which are proof of their identity and right to work in the US, with the employee physically present. Before you sign Section 2, look at what it says; “I attest, under penalty of perjury, that (1) I have examined the document(s) presented by the above-named employee, (2) the above-listed document(s) appear to be genuine and to relate to the employee named, and (3) to the best of my knowledge the employee is authorized to work in the United States.” Does that make you nervous? Maybe it’s time we take a look at your company’s I-9 process and forms before ICE stops by for a very costly visit.

Can you spell FLSA?  Our next question comes from Perplexed in Peoria: I own an office cleaning business, and to keep things simple, I pay everyone a weekly salary. Last week my new bookkeeper said according to some fair labor law I have to pay her and most of the employees by the hour, with overtime when they work more than 40 hours. Is this fair labor thing new? My employees like getting paid the same amount every week, so what’s the big deal? Dear Perplexed, I’m perplexed that you haven’t heard of the Fair Labor Standards Act, or FLSA, it’s been around since 1938. Based on your industry, I’m guessing most or all of your employees are “nonexempt.” That means they must be paid at least minimum wage (state or federal, whichever is higher) on an hourly basis, with overtime of 1½ times their regular hourly rate of pay for all time worked over 40 hours in a workweek. I’m sorry to say, your payroll is about to get more complicated. But, on the bright side, your new employee sounds like a real “keeper!” Hahaha! Get it…she’s a bookkeeper! 

Let’s talk turkey  After thinking long and hard, I’ve decided next week will be a Friday without Frank. For me, Thanksgiving is about being with the people I love most. So, Becky and I will be enjoying some time with the people we’re most thankful for; our son and his wife, our daughter, our awesome grandson, and some very extraordinary friends. 

Happy Thanksgiving from the HR Compliance Experts Team!

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.

Fridays with Frank – Nov 15, 2019

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Capitol-long viewHappy friday!

Welcome to a special Washington, DC edition of Fridays with Frank!  As a member of the Society for Human Resource Management (“SHRM”) and a volunteer leader of its Advocacy Team, I joined more than 400 of my HR peers on Capitol Hill this week to meet with members of the Senate and House of Representatives.  As always, it was an exciting opportunity to be part of our democracy in action! Although legislative advocacy isn’t for everyone—my wife imagines it as slightly less enjoyable than enduring several consecutive root canal surgeries—I’m always energized by my discussions of the issues!   

Below is a brief outline of the three primary issues that were on the agenda: Employer Educational Assistance, Student Loan Repayment, and the Work Opportunity Tax Credit.

What $1 bought   In 1978, I was 15 years old, Jimmy Carter was President, the average cost of a new car was $6,379 (unleaded gas was $0.65/gal), and average amount for college tuition, room, and board totaled $2,587. Also, in 1978, President Carter signed a bill that modified Internal Revenue Code (“IRC”) Section 127, allowing employers to provide eligible employees up to $5,250 per year in tax-free college tuition assistance. Today, more than 40 years later, IRC §127 still caps employer-provided educational assistance at $5,250. Enter House bill H.R. 4849, a bipartisan effort to increase this tax-free employee benefit to $11,500, and then index the amount for inflation going forward. Although, to date, no companion bill has been introduced in the Senate, I’ll be watching this important legislation and will keep you up to date with any developments.

Who can afford that?!   Federal estimates show that 44 million Americans have student loan debt. What’s worse, according to a recent Pew Research Center study, student loan debt has reached approximately $1.5 trillion and continues to grow. (Pause for dramatic effect.) With student loan debt having more than doubled over the last 10 years, and decades of loan payments ahead, other financial activities and life events are being ignored, or at least significantly delayed. Contributions to 401(k) retirement accounts, purchasing a home, or simply living independently has become a seemingly impossible dream for many. Enter House of Representatives bill H.R. 1043, and a Senate companion bill S. 460, each called the Employer Participation in Repayment Act. Under this exceptionally bipartisan legislation, existing employer educational assistance (IRC §127)—which is restricted to tuition assistance only—would be expanded to allow employers to provide eligible employees student loan repayment as a form of tax-free educational assistance. With a substantial number of co-sponsors from both sides of the aisle, Washington insiders are cautiously optimistic about this legislation.  

What’s a WOTC?   The Work Opportunity Tax Credit (“WOTC”) is set to expire on December 31, 2019. Who cares, right? Enacted in 1996 as a temporary federal tax credit, they are available to employers that hire and retain individuals from groups that traditionally face significant barriers to employment. These groups include military veterans, individuals with disabilities, the formerly incarcerated, and the long-term unemployed. Historically, employers have claimed approximately $1 billion in tax credits annually under WOTC. Although renewed by Congress several times since 1996, it’s time to make WOTC a permanent part of the Internal Revenue Code. Introduced by Representatives Mike Thompson (D-CA) and Tom Reed (R-NY), H.R. 2213, the Work Opportunity Tax Credit and Jobs Act would make WOTC permanent. In the Senate, the companion bill, S. 978, was introduced by Senators Ben Cardin (D-MD) and Rob Portman (R-OH). Consider these facts: since 1996, WOTC has helped move 24 million individuals from public assistance to the workforce, and in the last decade, WOTC has saved an estimated $202 billion, with savings of $20.2 billion in fiscal-year 2018 alone.    

That’s so retro!   The WOTC has been renewed several times over the last 22 years; however, it’s rarely occurred before the credit expired. Historically, Congress has renewed WOTC weeks, or sometimes months after its expiration, and the credit has always been retroactive to the expiration date. However, the employer must file the necessary forms (Form 8850) for WOTC-eligible employees with the appropriate state agency within the required 28 calendar days from the employee’s start date. So, if the credit expires on December 31, 2019, employers should continue to submit the WOTC forms on time. Failing to do so will preclude an employer from receiving credits for otherwise eligible employees hired during the “dark” period. Stay tuned!

I agree!   Although I’m sure many of you agree with my wife’s assessment of the legislative advocacy process, I hope some of you have even the slightest interest in making your voice heard on these, or other issues. The first step is to identify your Senators and House Member, then call, write, or even tweet what’s on your mind! 

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.

Fridays with Frank – Nov 1, 2019

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clockHappy friday!

Typing super fast…on a leftover Halloween candy-induced sugar high! Here’s some interesting stuff I read this week…enjoy!

Minnie Mouse is not happy  The company behind the self-described “happiest place on earth,” The Walt Disney Company, is accused of refusing to pay its women employees equal to men doing the same work.” According to a class-action suit recently filed against Disney, “in many instances, Disney is paying women workers tens of thousands of dollars less than their male counterparts.” With an increasing number of women joining the action, Disney is fighting the suit’s class-action status, effectively saying, you can sue us, but like a trip to the deli, you’ll need to take a number and get in line. I doubt Minnie is happy with her employer right now.

Easy money  On October 28, 2019, the US Department of Labor announced that, in fiscal year 2019, its Wage and Hour Division recovered a record $322 million in unpaid wages owed to workers. Secretary of Labor Eugene Scalia remarked that “these record-breaking numbers top the department’s totals from last year, which also set records, and confirm our ongoing commitment to strong enforcement…” In other news, the DOL’s Office of Federal Contract Compliance announced it had smashed its record on this front and brought in over $40 million. [Caution: shameless plug ahead!] It’s time for us to schedule an HR compliance assessment.

That’s what I’ve been saying!  In June, I wrote an article titled, “Is your training preventing sexual harassment or making it worse?” Unfortunately, the answer is likely, yes. Or, at best, a qualified no, because it had no effect on workplace behaviors at all. According to a Cornell Survey Research Institute report released in October–coincidentally on the heels of NY State’s deadline for employers to provide harassment prevention training–31% of women and 19% of men reported being sexually harassed at work. That amounts to 3.9 million New Yorkers experiencing workplace sexual harassment during their careers. Maybe it’s me, but I don’t think a crappy 45-minute video is going to solve this issue. 

Let it be written, let it be done  My team has written many excellent employee handbooks which include policies on topics ranging from attendance, to payroll, to workplace safety. All the policies are legally compliant and sound great. However, that’s only half of the equation. It’s not enough to have compliant policies; employers must also follow and enforce those policies. Anything less is a recipe for disaster.  According to Beth Zoller, JD, XpertHR legal editor, “an employer should frequently review the policies in its handbook to see if any need updating based on a change in any law or workplace practice or as the result of a workplace incident which requires clarification of a policy.” The primary purpose of your employee handbook is to educate employees about your policies and procedures and help them understand what they can expect from their employer. If your actual practices differ from your policies, neither purpose is satisfied, your credibility is undermined, and employment claims are more likely to occur.

The time has come!  In case you missed it, the Farmer’s Almanac is here to remind you that daylight savings time ends this Sunday, November 3. So, it’s time to “fall back” to standard time. That’s important for those of us who still have a clock or watch not connected to the Interwebs. Enjoy the extra time!

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.

Fridays with Frank – Oct 25, 2019

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Boo pumpkinsHappy friday!

How can Halloween be next week? So much happens at this time of year, but one of my favorite things is seeing dozens of children in costume running up our driveway. The excitement in their voices as they yell “trick or treat!” is the best! Whatever your plans, I hope you have a safe and enjoyable experience.

That’s frightful!  Speaking of Halloween, I suspect some employees may need a gentle reminder about boundaries for decorating and celebrating at the office. As my good friend Matthew Burr explains, seasonal office celebrations can offer fun opportunities for co-workers to engage, but there are pitfalls to avoid. If Halloween is a reason to celebrate where you work, here are a few suggestions to consider: Decorate with a few small pumpkins around the workplace, but avoid demons, goblins, and gore. Provide guidelines and examples of acceptable costumes, and take a hard stand against political, offensive, sexually suggestive, and otherwise inappropriate costumes. And finally, never require participation or allow anyone to retaliate or harass those who choose to avoid the festivities. Although some workplace rules may be relaxed for the day, it should never be an excuse for inappropriate behavior. 

“Notice” yet?  I agree it wasn’t my most clever play on words. Earlier this year, Governor Cuomo signed legislation (significantly) amending the state’s Election Laws. The amended law requires employers to provide employees who are registered voters up to three (3) hours of paid time off to vote at either the beginning or end of their shift. Also, employers are required to post a Time Off to Vote Notice—at least 10 working days prior to election day—where employees will see it as they enter and leave the workplace. Employers can use the NYS sample form, or download a sample my team created.

Does context matter?  I’ve never been a fan of zero-tolerance policies, because they ignore context and, all too often, common sense. Think about a first-grader being suspended for bringing a spork to school in violation of a no-weapons policy. Or the story of Marlon Anderson, a black security guard at a Madison, WI high school. Last week Anderson was fired for using the N-word. The context? As Anderson was escorting a disruptive student (also black) out of the school, the student called him the N-word and used other obscene words. “Do not call me a (N-word),” Anderson said, except he used the word. After days of community outrage, a student protest, and a good dose of national attention, Anderson got his job back

Proper pronouns  According to a Pew Research survey, about 20% know someone who prefers a pronoun other than “he” or “she.” So, what happens when gender non-conformity becomes a workplace policy issue? Consider Peter Vlaming, a teacher who was fired for refusing to refer to a transgender male student by “he” and “him,” using the student’s name instead. According to court filings (the teacher is suing the school district), Vlaming “believes both as a matter of human anatomy and religious conviction that sex is biologically fixed,” so using male pronouns when referring to the student would violate his religious beliefs. I’ll be watching this, and similar cases and keep you updated.

Being a good boss  Happy belated boss’s day to all you bosses reading this! If you’re already planning the necessary strategies to get your own Edible Arrangement next year (thanks again, Lisa and Justin, it was delicious!), LinkedIn Learning wants to help. According to their survey results, overwhelmingly, people want a manager to help problem solve the challenges they face. The top five qualities are problem-solving (68%), effective time management (44%), decisiveness (41%), empathy (38%), and compassion (36%). 

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.

Fridays with Frank – Oct 18, 2019

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Happy Friday!

Ever had one of those weeks where there are more demands on your time than time to give? We all have. But, somehow, we get it all done! If your week has been like mine, it’s time to celebrate our successes! So, grab your favorite drink, find a comfortable spot to relax, and enjoy this week’s edition of Fridays with Frank…because you’ve earned it!

Who says that (insert poop emoji here)?  For today’s installment of “always engage your brain before your mouth,” we travel across the pond. A teacher in England told her class of 28 ten-year-old students, including 11 Jewish children, “You better finish off your work quick, or I’ll ship you all off to the gas chambers.” Yes, you read that correctly. The teacher quickly apologized and asked the children not to tell anyone. Of course, the children knew better and told their parents. The school acted quickly and wisely fired the teacher.

Would you know how to handle a similar situation if it happened in your workplace? Can a single, sufficiently severe comment or stray remark create a hostile work environment? (Yes!) Does the intent of the commenter matter? (No!) The impact on those receiving the comment is all that matters. Now, ask yourself, as an employer, do you view harassment prevention training as a tool to educate employees, demonstrate respectful workplace behaviors, and prevent comments like the one from the teacher? Or, do you find the quickest, cheapest training only to show you did something? My team works with both types of employers. We provide meaningful training and support for the first group. Our work with the latter group begins when their attorney hires us to conduct a workplace harassment investigation.   

Quid pro quo of a different kind  According to a July 2019 survey of 10,500 job seekers with student loan debt, 63% would give up paid time off (PTO) in exchange for their employer’s help paying their student loans. Although slowly gaining traction, few employers (~8%) offer student loan repayment assistance as an employee benefit. However, that could change. Read on…

It’ll take an act of Congress  Introduced in February 2019, the bipartisan, bicameral Employer Participation in Repayment Act of 2019 (H.R. 1043 and S. 460) would allow employers to provide up to $5,250 in annual student loan repayment assistance to each eligible employee as a tax-free benefit. It’s hard to understand why—with student loan debt increasing an incredible 96% since 2010—Congress hasn’t acted on this legislation since its introduction! Now is your time to take action by calling and writing your representatives. You can also use social media to convey your support. Don’t forget to include the Twitter handle for your members of Congress and use the hashtags #HR1043, #S460, #StudentLoan, and #EduLoanBenefit. Get those fingers busy! 

When did that become a rule?  U.S. Supreme Court Associate Justice Sonia Sotomayor was the first and second justice to violate new guidance that provides each attorney two minutes of uninterrupted time to present their argument. It seems Justice Sotomayor couldn’t contain herself as attorney Paul Hughes began speaking in an immigration case. In the second case of the day, Justice Sotomayor again began to interject too soon, but this time caught herself. With each side typically limited to 30 minutes—and attorneys at times struggling to complete a thought or sentence while being bombarded with questions from the justices—I imagine the two-minute rule is a welcomed change.

Speaking of rule-breakers  This one has nothing to do with employment law, but it is an excellent example of ethical behavior and accepting negative consequences. Having last played in the LPGA in 2008, Lee Ann Walker knew there were significant rule changes she needed to review before  playing in the Senior LPGA Championship at French Lick Resort in Indiana. Unfortunately, until a competitor’s caddie pointed out her violation during the second round, she wasn’t aware of a new rule that prohibits caddies from lining up golfers on putting greens. After contacting a rules official to discuss the issue, Walker herself determined she was due 58 penalty strokes (in case you’re not a golfer, that’s really bad!). “I’m glad I went. I got to see a lot of great friends, it was a great golf course, great event…Everything was great except for my penalties.”

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.

Fridays with Frank – Oct 11, 2019

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Happy Friday!

It’s been a busy week for everyone. In fact, for many of the attorneys and HR professionals I’ve spoken to, the last several weeks have been a blur. We’ve all been conducting countless Sexual Harassment Prevention Training sessions as employers scrambled to meet the Wednesday, October 9 deadline set by NY State. (If you didn’t make it, give me a call to discuss your options.) With that done, for the time being, I don’t know what I’ll do with all the extra time!

The gang’s all here!  Well, almost. The U.S. Supreme Court opened its 2019-2020 term on Monday, October 7, 2019, without Justice Clarence Thomas. In his opening comments, Chief Justice John Roberts said Justice Thomas was “indisposed” due to an illness. However, as Justice Ginsberg did during her absence from the Court last Term, Justice Thomas will listen to the recorded sessions and will participate in deciding the cases presented to the Court while he is absent.

The definition of “sex”  On Tuesday, the Supreme Court heard oral arguments in three LGBT workplace rights cases: Bostock v. Clayton County and Zarda v. Altitude Express, Inc. (consolidated) and EEOC v. R.G. & G.R. Harris Funeral Homes, Inc. In Bostock and Zarda, the Court is asked to decide whether discrimination based on sexual orientation is included in Title VII’s ban on discrimination “because of sex.” Harris presents a similar question, whether gender identity is also included in Title VII’s prohibition on discrimination “because of sex.”

The deep end of the (tip) pool  Following up on its April 2019 bulletin, which clarified tip pooling under the Fair Labor Standards Act (FLSA), the federal Department of Labor (DOL) announced its proposed rules on the issue. As James McBride, an attorney with Ogletree Deakins, explains, the DOL confirmed its interpretation that employers that do not take a tip credit are now permitted to include back-of-house employees in the tip pool. The comment period for the proposed rules, which are not final, is open until December 9, 2019.

Higher overtime threshold complicate benefits plans  Although the new federal overtime rule appears to have minimal impact on employers in NY State, it’s important to remember the State’s overtime threshold will increase December 31, 2019. It’s also important to understand the effect those changes may have on benefits plans. Benefits eligibility, premium sharing levels, matching contributions to retirement plans, and discrimination testing should all be evaluated before the end of the year.

There’s a fact sheet for that!  The federal Department of Labor (DOL) recently published USERRA Fact Sheet 1, which addresses several issues involving service members and their pension rights under the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). Will there be a Fact Sheet 2? I’ll let you know.

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.

Fridays with Frank – Oct 4, 2019

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toy carsHappy Friday!

You’ve heard it (and maybe said it yourself) countless times this week: I Can’t believe it’s October already! Or, as my father, Sam Cania, would say, “before you know it, Christmas will be here and gone!” I didn’t understand the meaning of that statement back then, but it’s all too clear now that our children are grown and we have a grandson!

Speaking of our toddler grandson, Connor, he’s waiting patiently for me to play with his trucks. So, as much as I enjoy spending time with you, I have a play date!

Tic, tic, tic…time is running out!  The deadline for the Sexual Harassment Prevention Training required by NY State is next Wednesday, October 9, 2019! Still have employees that have not completed sexual harassment prevention training? HR Compliance Experts is offering an online, on-demand training program—at the special price of $25.00 per employee—for last-minute compliance. Email theexperts@hrcexperts.com for more information or to register your employees.

A flag on the play!  Rontez Miles, a NY Jets player, is suing the National Football League (NFL) for disability discrimination under applicable state and federal law. Miles has alopecia areata, a condition causing an optical sensitivity to light. To mitigate the effects of this condition, Miles played his entire career with an eye shield, in addition to his helmet and faceguard. That changed when, before a 2017 preseason game, an NFL official “demanded” he remove the shield or not play in the game. Playing without the shield, and unable to take appropriate defensive measures due to the bright sunlight, Miles suffered a broken orbital bone when he “took a thumb or finger directly to the eye.” Ouch!

Who’s the party pooper now?  A Manhattan medical office is being sued by the Equal Employment Opportunity Commission (EEOC) for religious discrimination. In December 2018, Pediatrics 2000 fired an administrative assistant after she requested not to attend a company party because it would violate her religious practices as a Jehovah’s Witness. According to the suit, the employer excused other employees from attending the party for “non-religious” reasons. How was she fired, you ask? A text from the owner that read, “this is your last day of employment. We can’t tolerate religious privileges from anyone.” 

If you can’t say something nice…  According to my mom, that phrase ends with, “…don’t say anything at all.” Somebody at Kickass Masterminds, an Austin, TX marketing company, didn’t learn that lesson. After Emily Clow applied for a “Kickass” internship, she was shocked to find a photo of herself in a swimsuit on the company’s Instagram story, along with, “PSA…do not share your social media with a potential employer if this is the kind of content on it. I am looking for a potential marketer–not a bikini model.” Did I forget to mention the company was founded and is primarily run by women? 

NY State strengthens protections for domestic violence victims  Although NY State Human Rights Laws (NYSHRL) currently bar workplace discrimination against domestic violence victims, Governor Cuomo recently signed legislation that will grant additional protections to these employees. According to an alert from Kramer Levin, effective November 18, 2019, the NYSHRL will identify prohibited discriminatory practices and require employers to provide specific accommodations to employees who identify as victims of domestic violence. 

Thanks for spending a small part of your day with me, and have a great weekend! 


Posted by Frank Cania, president of HR Compliance Experts LLC.

Please feel free to contact Frank at frank@hrcexperts.com, or 585-380-1566 with questions or for more information.


Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.

CLICK HERE to learn more about Frank Cania and HR Compliance Experts LLC.