Labor & Employment Law Daily Wrap Up
- TOP STORY—9th Cir.: In dismissing bank employee’s ADA claim, court erred in holding impairment must involve long-term effects to be substantially limiting
- AGENCY NEWS—Marriott agrees to provide severance to make good on assurances given to non-unionized workers
- ARBITRATION—D. Mont.: Women’s basketball coach not required to arbitrate dispute over non-renewal of her contract
- DISCHARGE—Pa. Cmmw.: CNA who, due to COVID-related concerns, left work without telling anyone is not entitled to unemployment comp
- DISCRIMINATION—AGE—D. Haw.: Termination of medical assistant may have been pretextual, but not because of age
- DISCRIMINATION—AGE—W.D. Tex.: Walgreens must continue to defend against age bias claim of longtime employee
- DISCRIMINATION—DISABILITY—S.D. Ohio: ‘Borrowing’ employer’s syringe justified termination of surgical assistant with PTSD
- DISCRIMINATION—PREGNANCY—E.D. Pa.: Marketing employee who alleged reduced responsibilities and termination after pregnancy announcement advances suit
- DISCRIMINATION—RACE—N.D. Ill.: Stereotyping comments support former nursing home employee’s racial discrimination claim
- DOL NEWS—WHD recovers $586K for 505 employees after identifying employers’ FLSA violations
- EXPERT INSIGHTS—Favorable court ruling blocks out-of-state remote workers from bringing New York State and City discrimination claims
- EXPERT INSIGHTS—High-profile employers face intense union organizing
- LITIGATION NEWS, TRENDS—D.C. OAG sues electrical contractors, general contractor for allegedly misclassifying ‘employees’ as ‘independent contractors’
- TORT CLAIMS—E.D. La.: Chevron Oronite defeats tort claims brought by former employee fired after being accused of using racial slur at work
- WORTH NOTING—Race discrimination cases of note
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