In the United States, age of consent laws regarding sexual activity are made at the state level. There are several federal statutes related to protecting minors from sexual predators, but laws regarding specific age requirements for sexual consent are left to individual states , District of Columbia , and territories. Depending on the jurisdiction, the legal age of consent is between 16 and In some places, civil and criminal laws within the same state conflict with each other. Different jurisdictions express these definitions differently, like Argentina, may say the age of consent is 18, but an exception is made down to 13 years of age, if the older partner is not in a position of authority over the younger one.
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Under a new statute, New York employers may not take adverse employment actions against employees or applicants for employment on the basis of their legal, off-duty conduct. The new law, section d of the Labor Law, which takes effect on January 1, , grew out of efforts by the tobacco lobby to prevent employers from discriminating against employees who smoke. The final version of the law, however, goes beyond merely protecting smokers. The statute broadly defines a variety of legal activities that, if engaged in on an employee's own time and without the use of company property or equipment, may not form the basis for adverse employment decisions. The law creates four areas of "protected" employee activities: 1 political activities, such as campaigning or fund-raising; 2 legal recreational activities, broadly defined to include virtually all non-compensated leisure time activity; 3 the legal use of consumable products, off company property and outside of working time; and 4 membership in a union or the exercise of rights related to union activity. It is unlawful for an employer to "refuse to hire, employ or license, or to discharge from employment or otherwise discriminate against" an employee because of the employee's protected activities. An aggrieved employee may file suit for equitable relief and damages, or the Attorney General may sue for injunctive relief and for a civil fine.
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As reported in the October, issue of this Newsletter, an amendment to the New York Labor Law, which took effect on January 1, , makes it unlawful for New York employers to take adverse employment actions against employees or applicants for employment on the basis of their legal, off-duty conduct. This provision, commonly referred to as the "off-duty conduct law," grew out of efforts by the tobacco lobby to prevent employers from discriminating against employees who smoke. The final version of the law, however, went far beyond merely protecting smokers.