Labor & Employment Law Daily Wrap Up
- DISCRIMINATION—PAY—4th Cir.: Female ‘coastal planner’ failed to establish that work of male comparator was ‘substantially equal’
- AGENCY NEWS—PBGC increases civil penalties for failure to provide certain notices
- ARBITRATION—S.D.N.Y.: DoorDash drivers must arbitrate claims, despite concerns company ‘colluded’ to promulgate arbitration rules
- DISCRIMINATION—9th Cir.: Fired IRS officer could not prevail on her age, national origin claims
- DISCRIMINATION—DISABILITY—E.D. Ky.: On-site nurse’s request to work remotely during pandemic was unreasonable
- DISCRIMINATION—RACE—7th Cir.: Nurse’s poor performance in orientation program was fatal to race bias claim
- DOJ NEWS—Justice Department settles with Pennsylvania county in sexual harassment suit
- EEOC NEWS—Healthcare provider to pay $180K to resolve EEOC suit on behalf of deaf applicant
- EXPERT INSIGHTS—Is the 4-day workweek right for your business? Top 4 things for employers to consider before implementing this trend
- EXPERT INSIGHTS—There's a new remedy in town: NLRB adds consequential damages as a remedy for unfair labor practices
- FEDERAL REGULATIONS—FTC publishes proposed rule prohibiting noncompete clauses in employment relationships as unfair method of competition
- INDIVIDUAL RIGHTS—W.D. Wash.: Anti-union organization’s suit over denial of access to new state employee orientation sessions will not advance
- LABOR—ARBITRATION—Federal Bureau of Prisons discriminated against African-American female union president
- WAGE-HOUR—CLASS ACTIONS—D. Me.: Auto body shop workers’ $2.25 million settlement with employer approved
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