Author Archives: pmphrblog

Why Employers Choose Demotion Over Termination

As an alternative to termination, some employers may choose to demote employees as a method to retain employees who fit in well with the company but are under-performing.  While employee demotion certainly poses risks for employers, there are a many reasons for an employer to choose demotion over termination.  For example, a newly promoted employee […]

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Hosting a Holiday Party? What Employers Need To Know To Avoid Liability

With the holidays just around the corner, many employers plan to host a holiday party for their employees.  Holiday parties are a great way to show appreciation for employees, enhance teamwork and allow employees to form a different type of bond aside from what they do on a day-to-day basis in the 9-to-5 world.  Whereas […]

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Ensure Compliance With Pay Equity Laws During Year-End Compensation Practices

During this time of year, it is common for employers to conduct employee performance reviews and make decisions about employee raises and year-end bonuses.  Many employers fail to consider the federal and state pay-equity laws, and the level of heightened scrutiny surrounding compensation decisions, when making these decisions about employee bonuses and raises.  This is […]

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The Importance of Documenting Verbal Discussions with Employees

Small businesses typically do not have a full time, in-house human resources manager or other advisors on staff to handle employee complaints, nor are they equipped to deal with investigating allegations.  However, regardless of the size of the organization, the standards of proof under the law are no less stringent when an employee files a […]

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How Employers Can Protect Against External and Internal Violence in the Workplace

Although violence in the workplace is never a topic employers want to discuss, employers are responsible for keeping their employees and customers safe.  Regardless of an employer’s size, location or type of industry, workplace violence is a realistic concern.  According to the Occupational Safety and Health Administration (OSHA), approximately 2 million American workers are victims […]

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Changes to the Paid Voting Time Law in New York State

In anticipation of the upcoming elections taking place next month, employers must ensure their policies comply with New York’s new voting leave law. On April 1, 2019, New York State passed a new budget including a provision revising the amount of paid voting time employees may take to vote. New York’s previous law on voting […]

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Ensuring Your Website and Job Listings Comply with the Americans With Disabilities Act

Company websites are designed to be accessible to all because; they drive business, create and retain customers, nurture client relationships and increase search engine optimization.  In our April 2019 e-blast (click here for full article), PMP wrote about the need to ensure that websites are compliant with the Americans with Disabilities Act (ADA), specifically accessible […]

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New York Expands Data Security and Breach Requirements for Employers Under the SHIELD Act

On July 25, 2019, the Stop Hacks and Improve Electronic Data Security Act (the “SHIELD Act”) was signed into law by New York Governor Andrew Cuomo.  The SHIELD Act aims to ensure that New York residents are afforded greater protections against cybersecurity breaches from companies with which they do business.  The SHIELD Act takes effect […]

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How to End Workplace Bullying

In the wake of the growing #MeToo movement, many employers recently focused their efforts to implement anti-sexual harassment policies and procedures.  However, many employers fail to realize that their attention must also be placed on the related behavior to sexual harassment: workplace bullying.  Most forms of civil rights violations and discrimination, including sexual harassment, include […]

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New York State Prohibits Discrimination Based on Hairstyle

On July 12, 2019, Governor Andrew Cuomo signed into law a bill amending New York State’s Human Rights Law by prohibiting racial discrimination based on “traits historically associated with race,” such as natural hair texture and hairstyles including, but not limited to, as braids, locks and twists.  The purpose behind this amendment is to remove […]

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