Entries tagged “Employment”
EventDate & Time January 13th, 2020. 12:30pm to 1:30pm EST Location Online Webinar Presenters Chaim Book is a Partner at Moskowitz & Book. Chaim received his law degree from Columbia University School of Law, where he was a Harlan Fiske Stone Scholar. Prior to forming Moskowitz & Book, LLP in 1996, Chaim spent over 15 years
Insight Douglas J. Schneller · July 11, 2017
Insight Thomas M. White · May 19, 2017
Insight Thomas M. White · January 20, 2015
Insight Thomas M. White · September 29, 2014
Rimon Partner Tom White was recently published in the Wolters Kluwer Law & Business Employee Benefit Plan Review. He and his co-authors cover the best risk management strategies for employers offering retirement benefits. His co-authors are Corwin Zass, Tim Leier, Richard Farr, and Kelvin Wilson. Corwin Zass is a principal at Actuarial Risk Management, a BDOUSA Alliance member. Tim Leier is a senior pension consultant for ARM. Richard Farr is a partner and head of pensions advisory at BDO (UK) LLP. Kelvin Wilson is director and head of de-risking at BDO (UK) LLP.
This article is reprinted with permission from the September 2014 issue of Employee Benefit Plan Review.
Insight January 14, 2011
The NLRB proposed a rule which would require all employers to post notices informing employees of their rights under the National Labor Relations Act.
Insight Michael Moradzadeh · October 21, 2009
The United States Court of Appeals for the Second Circuit, in a September 10, 2009 ruling, held that an employer can be held liable for discriminatory hiring decisions made by its independent contractors. The case involved an independent contractor acting on behalf of the employer, telling the plaintiff that “they were looking for someone younger”.
The Second Circuit ruled that, even if the hiring decision is made by the authorized independent contractor, the employer was still responsible for the discriminatory hiring decision by the independent contractors. In a worse scenario, even if the independent contractor does not have the actual authority but the applicant thought that it did (“apparent authority” in legal terms), the employer is still liable.
Considering the harsh economy and fewer job opportunities these days, employers should be more cautious since the job applicant is more inclined to sue if he/she cannot get the job. Employers should avoid asking job applicant questions such as race, religion, national origin, gender and age, etc during the interview process; when entering into the independent contractor contract, it is a good idea to add an indemnification clause asking the independent contractor to indemnify the employer for any liability arising from the hiring process conducted by the independent contractor.