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Jan 18, 2025 | 
openlegalblogarchive.org | Ian Carleton Schaefer
On January 9, 2025, New Jersey Attorney General Matthew J. Platkin and the Division on Civil Rights issued guidance stating that New Jersey’s anti-discrimination law applies to artificial intelligence. Specifically, the New Jersey Law Against Discrimination (“LAD”) applies to algorithmic discrimination – discrimination that results from the use of automated decision-making tools – the same way it has long applied to other forms of discriminatory conduct.
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Sep 16, 2024 | 
natlawreview.com | Ian Carleton Schaefer
Skip to main content September 16, 2024 Volume XIV, Number 260 Legal Analysis. Expertly Written. Quickly Found.
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Jun 14, 2024 | 
mondaq.com | Ian Carleton Schaefer |Lindsay Stone
Everything in sports is magnified -- from personalities and
culture, to economics, to government and private sector oversight. The extraordinary level of scrutiny inherent in sports can mean the
difference between success and failure. The industry's
popularity and expansion provides tremendous opportunities, but it
also magnifies the impact of bad behavior on and off the field.
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Jun 11, 2024 | 
sportsbusinessjournal.com | Ian Carleton Schaefer
Everything in sports is magnified -- from personalities and culture, to economics, to government and private sector oversight. The extraordinary level of scrutiny inherent in sports can mean the difference between success and failure. The industry’s popularity and expansion provides tremendous opportunities, but it also magnifies the impact of bad behavior on and off the field.
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May 3, 2024 | 
mondaq.com | Ian Carleton Schaefer |Jamie Moelis
Effective as of March 20, 2024, New York City law permits
"any person" to initiate a private right of action for
violations of the Earned Safe and Sick Time Act
("ESSTA"). The new law amends Section 20-924 of the New York City
Administrative Code and allows employees to file a lawsuit alleging
a violation of ESSTA within two years of the date the employee knew
or should have known about the alleged violation.
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Apr 30, 2024 | 
lexology.com | Ian Carleton Schaefer |Jamie Moelis
Effective as of March 20, 2024, New York City law permits “any person” to initiate a private right of action for violations of the Earned Safe and Sick Time Act (“ESSTA”). The new law amends Section 20-924 of the New York City Administrative Code and allows employees to file a lawsuit alleging a violation of ESSTA within two years of the date the employee knew or should have known about the alleged violation.
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Apr 29, 2024 | 
natlawreview.com | Ian Carleton Schaefer
Effective as of March 20, 2024, New York City law permits “any person” to initiate a private right of action for violations of the Earned Safe and Sick Time Act (“ESSTA”). The new law amends Section 20-924 of the New York City Administrative Code and allows employees to file a lawsuit alleging a violation of ESSTA within two years of the date the employee knew or should have known about the alleged violation.
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Nov 23, 2023 | 
mondaq.com | Ian Carleton Schaefer |Wolfram Ott
On September 15, 2023, New York Governor Kathy Hochul signed a
law that made dramatic changes to the enforceability of invention
assignment provisions in employment agreements and likely in
related agreements including offer letters and Confidentiality,
Information and Invention Assignment Agreements (CIIAAs). The law
took effect immediately and adds New York to a growing list of
states with laws placing limits on invention assignment
provisions.
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Nov 21, 2023 | 
natlawreview.com | Ian Carleton Schaefer |Bruce D. Sokler |Alexander Hecht |Dylan Moses
Skip to main content November 21, 2023 Volume XIII, Number 325 Legal Analysis. Expertly Written. Quickly Found.
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Nov 21, 2023 | 
jdsupra.com | Ian Carleton Schaefer
[co-author: Wolfram Ott*]On October 8, 2023, California Governor Gavin Newsom signed into law Senate Bill No. 497, the “Equal Pay and Anti-Retaliation Protection Act.” The new law amends California Labor Code sections 98.6, 1102.5, and 1197.5 to create a “rebuttable presumption of retaliation” if an employee experiences an adverse employment action within 90 days of engaging in any protected activity covered by the specified sections.
