NEW YORK, NEW YORK — In New York, many lockdown restrictions have been lifted, allowing businesses to reopen. One of the conditions, however, is that employees are required to wear face masks at work if social distancing among co-workers is not possible. But what if an employee returns to work but refuses to wear a face covering? Steven Mitchell Sack, “The Employee’s Lawyer,” says wearing a mask should be part of a worker’s routine when they go back to work.

“This isn’t an employee rights issue, it’s a health and safety issue,” Mr. Sack says. “Employees must prove that they cannot wear a mask because of religious reasons or medical issues that may affect their breathing. If someone returns to the workplace and refuses to wear a mask without a legal reason, then the worker may potentially face termination.”

Mr. Sack says he understands that companies want to keep their employees safe, but he added that workers who do not wear protective face coverings due to religious or health protections should not be subject to harassment by supervisors or other employees. “Even with the COVID-19 pandemic, co-workers or managers cannot single out an employee based on their religious beliefs or existing medical conditions,” he says. “If you believe you are facing harassment or discrimination as a result, consult an employment law attorney immediately.”

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing workplace rights of employees, executives, and sales representatives for more than 39 years. He is a practicing attorney concentrating in employment law, as well as an author of 19 books, a lecturer and syndicated radio talk show host. Together with attorney Scott A. Lucas, they obtained a $6.2 million injury verdict in 2015 on behalf of three pregnant employees, as well as a favorable Court of Appeals decision for a group of waiters who were denied their fair share of tips that were withheld by a caterer. For more information, visit www.theemployeeslawyer.com.

Topics Included Age Discrimination Law Updates, Negotiating Job Termination Packages

NEW YORK, NEW YORK — Steven Mitchell Sack, “The Employee’s Lawyer,” was recently interviewed for two separate articles on employment law by Forbes, a major business publication.

The first article focused on whether the United States would update its age discrimination laws to match those of The Equality Act in the United Kingdom, which permits younger workers to sue employers for age discrimination. According to attorney Sack, “While it’s a great question in theory, an expanded law will never happen because it’s illogical and impractical in practice. Protecting a 28-year-old from age discrimination is silly. It’s hard enough to prove it when you have a 60-year-old, unless you have substantial proof.”

Mr. Sack was interviewed for a second article with Forbes on knowing your rights when you are terminated from a job and effective strategies to negotiate enhanced severance packages. In the article “Why Every Employment Termination Is Negotiable: 33 Dos and Dont’s To Get What You Deserve,” written by Sheila Callaham, attorney Sack advised those looking to take a job termination package not to accept the first offer from an employer. “The first thing to remember is that every firing is negotiable, so long as no misconduct is involved,” Mr. Sack said. He also stated that anything can be negotiated, from bonuses to health benefits to use of the company car. Most importantly, according to Sack, if you are fired unexpectedly, you should remember the first three tips: never lose your temper, negotiate everything you can instead of accepting the employer’s initial offer and continue to draw a salary from the company for as long as possible. The entire article can be viewed by clicking here.

For more information, call (917) 371-8000 or visit www.theemployeeslawyer.com.

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About Steven Mitchell Sack

Steven Mitchell Sack, “The Employee’s Lawyer^®,” has been enforcing workplace rights of employees, executives, and sales representatives for more than 39 years. He is a practicing attorney concentrating in employment law, as well as an author of 19 books, a lecturer and syndicated radio talk show host. Together with attorney Scott A. Lucas, they obtained a $6.2 million injury verdict in 2015 on behalf of three pregnant employees, as well as a favorable Court of Appeals decision for a group of waiters who were denied their fair share of tips that were withheld by a caterer. For more information, visit www.theemployeeslawyer.com.