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Kathryn J. Barry

Associate
Long Island

P 631-247-0404
F 631-247-0417
Kathryn.Barry@jacksonlewis.com

Biography

Kathryn Barry is an Associate in the Long Island, New York, office of Jackson Lewis P.C. She advises clients on compliance with various state and federal laws affecting the workplace, including Title VII, Family and Medical Leave Act, Americans with Disabilities Act, Age Discrimination in Employment Act, Fair Labor Standards Act and New York State and City laws.

Ms. Barry also assists federal contractors in the preparation of affirmative action plans and defends contractors against allegations of discrimination on the basis of race, color, religion, sex, national origin, disability, and veteran status in connection with audits by the Office of Federal Contract Compliance Programs and in related litigation brought on the OFCCP’s behalf by the Solicitor’s Office at the U.S. Department of Labor.

Prior to joining Jackson Lewis, she was a legal fellow at Stony Brook University’s Office of General Counsel. While attending law school, Ms. Barry was Executive Editor of the Duke Journal of Gender Law and Policy.

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August 11, 2017

Federal Law Does Not Preempt Connecticut Medical Marijuana Law Employment Discrimination Prohibition

August 11, 2017

Federal law does not preempt the Connecticut medical marijuana statute’s prohibition on employers’ firing or refusing to hire qualified medical marijuana patients, even if they test positive on an employment-related drug test, the U.S. District Court for the District of Connecticut has held. Noffsinger v. SSC Niantic Operating Co., LLC,... Read More

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Archived

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Drug Testing and Substance Abuse Management Webinar Series

November 17, 2015 - 2:00 PM to 3:00 PM

Credits: Continuing education credit was offered for the live broadcast of this seminar.
You cannot earn credit for watching the archived webinar.

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See AllBlog Posts by Kathryn J. Barry

Federal Law Does Not Preempt Connecticut Medical Marijuana Law Employment Discrimination Prohibition
August 11, 2017

Federal law does not preempt the Connecticut medical marijuana statute’s prohibition on employers’ firing or refusing to hire qualified medical marijuana patients, even if they test positive on an employment-related drug test, the U.S. District Court for the District of Connecticut has held. Noffsinger v. Read More

Ninth Circuit Confirms Prior Salary Can Be a Legitimate Factor Other Than Sex Under Federal Law
May 24, 2017

Relying on salary history to justify differences in employee pay can be a valid defense under the Equal Pay Act, according to a recent decision by the United States Court of Appeals for the Ninth Circuit.  Rizo v. Yovino, 2017 U.S. App. LEXIS 7427 (9th Cit. Apr. Read More

Reporting Reasonable Suspicion Tests To Third Parties When No Suspicion Existed May Give Rise to Defamation and Invasion of Privacy Claims in Louisiana
April 26, 2017

Requiring employees to submit to directly observed reasonable suspicion testing and falsely reporting to third parties that the employees were tested because of reasonable suspicion may give rise to claims for invasion of privacy and defamation, according to two recent decisions by the U.S. Read More