THE WORKING SOLUTIONS BLOG. Whether you are an employer or an employee, it’s important to stay up-to-date on developments in employment law to protect your rights in the workplace. Our blog highlights the most relevant news, bills, lawsuits, and “how-tos” of employment law for working professionals. Our blog also includes our firm’s most recent news.
If you ask a dozen New York City residents what makes New York great, you’ll hear a dozen different answers. NYC is considered unique for its diversity; for its opportunity; for its atmosphere; and for its history—but did you know that NYC has the bragging rights to the most comprehensive human rights protections in the country?
While many cities and states throughout the U.S. have some form of anti-discrimination law on the books, the New York City Human Rights Law is
Firm Files Class Action Lawsuit Against Le Pain Quotidien on Behalf of Servers for Tip Pool and Wage Violations
Recently, The Law Office of Christopher Q. Davis filed a Collective Class and Class Action Lawsuit on behalf of all tipped Servers employed at Le Pain Quotidien’s restaurants throughout the United States. As our Firm’s investigation revealed, and as we alleged in the Class Action Complaint, LPQ’s Servers were denied minimum wage and overtime compensation pursuant to an unlawful “tip credit” policy, denied lawful “spread of hours” pay, denied lawful reimbursement for the cost of laundering required uniforms, subjected to LPQ’s
The Law Office of Christopher Q. Davis recently filed an FLSA collective class and Rule 23 class action against Cablevision Systems New York City Corporation, Cablevision Systems Corporation, and CSC Holdings, LLC on behalf of all hourly Field Service Technicians employed in the Bronx and Brooklyn and who were denied minimum wage compensation, “straight time” compensation, and overtime compensation. Pursuant to our Firm’s investigation, and as alleged in the Class Action Complaint, Cablevision required Field Service Technicians in the Bronx
Even in 2016, the gender pay gap is pervasive, stretching across dozens of career fields and affecting millions of women per year in the U.S. and worldwide. Within the workplace, behavioral trends such as mommy-tracking are insidious contributors to discrimination, often placing women in subordinate positions that are not only lower-paying, but also hold less potential for career advancement. However, even when women perform exactly the same job duties as men—with the same title and the same responsibilities—the wage gap
This week, The Law Firm of Christopher Q. Davis filed class action and collective action claims against Defendants FDM Group Holdings PLC and FDM Group, Inc. on behalf of all “FDM Consultants” providing professional IT and business services to FDM’s institutional clients. FDM Consultants were unlawfully denied minimum wage, gap time and overtime compensation, subjected to unlawful “kickback” of their earned wages, and deprived of the benefit of lawful record keeping practices in violation of federal and state wage and
Since 1999, the percentage of women in the American workforce has been steadily decreasing, and rests at just 69% today. In Part 1 of this blog, our firm discussed some of the causes behind this trend, and began a discussion of how American women can combat some of the forces that make it difficult for them to remain in the workplace. Here, in Part 2, we focus on the particular challenges working mothers face at work during pregnancy and the
It’s no secret that women in the workforce endure a set of difficulties distinct from those that men do—and that the problems women face have vast implications for their lives both within and outside of the workplace. In particular, in New York and the United States at large, the choice to start a family can have drastic and lasting consequences for a woman’s career.
Without having done much research, one might assume that the United States is a country with one
The Momentum of Silence: A Case Study Emphasizes the Explosive Impact of Tolerating Sexual Harassment
When Jane’s phone buzzed, she knew that it would be her boss. Sure enough, he had texted Jane on her personal line, asking her to come by his office before lunch. No matter what her boss needed, he always seemed to require Jane’s physical presence. He’d stand too close to her, quickly telling her whatever information he’d called her in for, and then transition to asking probing questions about Jane’s personal life.
It didn’t seem like enough to complain about, even
Kelley Voelker worked at Deutsche Bank for 14 years without a promotion. A vice president with the bank’s securities lending desk in New York City, she was a competent and reliable employee, consistently earning good performance reviews. Yet despite her strong qualifications, she remained in the same position year after year, stagnating. Her lack of promotion wasn’t because of her experience; it wasn’t because of her commitment. It was, Ms. Voelker claimed, because she was “mommy-tracked.”
“Mommy tracking” is a passive-aggressive
It’s 1:30 on a Thursday afternoon. You haven’t felt well all day, and now, ever since lunch, you’ve had a pounding headache. None of your work is getting done, and all you want is to go home and sleep—or maybe go to the doctor. You decide to pack up and leave work early, getting some much-needed rest. But the next day, when you receive your paycheck, you see that your employer has deducted several hours’ worth of pay due to