Eve I Klein

February 25, 2022 | New York Law Journal

New York City's law, which goes into effect on May 15, 2022, amends the city's Human Rights Law to include a new discriminatory practice: failing to include salary ranges in job postings.

By Eve I. Klein and Jenna M. Decker

8 minute read

October 29, 2021 | New York Law Journal

While some issues are brand new, most are common problems simply manifesting in new ways.

By Eve I. Klein, Maria Cáceres-Boneau and Jenna M. Decker

8 minute read

March 26, 2020 | New York Law Journal

When does it apply and how does it tie together with the Federal Families First Coronavirus Response Act?

By Eve I. Klein and Rebecca S. Ruffer

16 minute read

April 25, 2019 | New York Law Journal

On Feb. 18, 2019, the New York City Commission on Human Rights released new legal enforcement guidance clarifying that “grooming or appearance policies that ban, limit, or otherwise restrict natural hairstyles or hairstyles associated with Black people generally violate the NYCHRL's [New York City Human Rights Law] anti-discrimination policies.”

By Eve I. Klein

8 minute read

November 02, 2018 | New York Law Journal

While governmental resistance to non-competes is nothing new, New York is seeing a fresh wave of legislation and efforts to restrict non-compete use.

By Eve I. Klein and Katelynn M. Gray

8 minute read

September 01, 2017 | New York Law Journal

Eve I. Klein and Christina Joy F. Grese write: Companies doing business in the Big Apple over the last few years have had to implement an ever-expanding array of employment law mandates not seen in many other jurisdictions, which can be daunting for new and seasoned New York City employers alike.

By Eve I. Klein and Christina Joy F. Grese

20 minute read

April 06, 2007 | New Jersey Law Journal

This article analyzes the Stray Remarks Doctrine when defending against a disparate treatment claim.

By Eve I. Klein and Sheila Raftery Wiggins

9 minute read

April 20, 2007 | Law.com

Challenges to adverse employment actions as discriminatory will often point to a superior's verbal remarks relating to the plaintiff's protected status. But under the stray remarks doctrine, some comments with a discriminatory overtone may be deemed inadequate to support an inference of discriminatory motive. Attorneys Eve I. Klein and Sheila Raftery Wiggins discuss how courts have applied the doctrine, and describe some steps employers can take to help limit the consequences of inappropriate remarks.

By Eve I. Klein and Sheila Raftery Wiggins

8 minute read

April 20, 2007 | Law.com

Challenges to adverse employment actions as discriminatory will often point to a superior's verbal remarks relating to the plaintiff's protected status. But under the stray remarks doctrine, some comments with a discriminatory overtone may be deemed inadequate to support an inference of discriminatory motive. Attorneys Eve I. Klein and Sheila Raftery Wiggins discuss how courts have applied the doctrine, and describe some steps employers can take to help limit the consequences of inappropriate remarks.

By Eve I. Klein and Sheila Raftery Wiggins

8 minute read