Arielle E. Kobetz

3 weeks ago | mondaq.com | Evandro C Gigante |Laura Fant |Arielle E. Kobetz

New York City employers are reminded that they are now requiredto physically and electronically post a copy of their writtenlactation accommodation policy. As we previously reported, Local Law109– which became effective on May 8, 2025 – amends theNew York City Human Rights Law's existing obligations onemployers to implement and distribute a written lactationaccommodation policy.

3 weeks ago | jdsupra.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz

New York City employers are reminded that they are now required to physically and electronically post a copy of their written lactation accommodation policy. As we previously reported,  Local Law 109 – which became effective on May 8, 2025 – amends the New York City Human Rights Law’s existing obligations on employers to implement and distribute a written lactation accommodation policy.

2 months ago | mondaq.com | Evandro C Gigante |Laura Fant |Jurate Schwartz |Arielle E. Kobetz

Employers in New York, Connecticut, and Vermont should take noteof a recent Second Circuit decision holding that an employee maystill be entitled to a reasonable accommodation under the Americanswith Disabilities Act ("ADA") even if they can performthe essential functions of their job without accommodation. In Tudor v. Whitehall Central SchoolDistrict, (2d Cir.

2 months ago | jdsupra.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz

Employers in New York, Connecticut, and Vermont should take note of a recent Second Circuit decision holding that an employee may still be entitled to a reasonable accommodation under the Americans with Disabilities Act (“ADA”) even if they can perform the essential functions of their job without accommodation. In Tudor v. Whitehall Central School District, (2d Cir.

Jan 26, 2025 | salary.com | Laura Fant |Evandro C Gigante |Arielle E. Kobetz |Jurate Schwartz

Editor's Note Don't Force Employees to Use Vacation During FMLA Leave I wrote about this recently when California enacted a state law that prohibited employers from requiring employees to use any paid PTO or vacation while they are on unpaid FMLA leave. It turns out the DOL agrees that employers should not force employees to use up their paid leave while on FMLA. I don't know whether the new administration will walk this back or not. It doesn't really matter.