Labor & Employment Law Daily Wrap Up
- TOP STORY—Cal. Sup. Ct.: Dynamex decision applied retroactively in determination of employee status
- STRATEGIC PERSPECTIVES—Appropriations and pandemic relief package addresses more than funding, stimulus
- COVERAGE, LIABILITY—10th Cir.: Parent’s employees don’t count for employer to have 15 employees under ADA
- DISCHARGE—M.D. Pa.: No wrongful discharge claim for employee who reported food distributor employer’s lack of COVID-19 protections
- DISCHARGE—N.D. Sup. Ct.: No exception to employment-at-will doctrine for law enforcement officer acting in self-defense
- DISCRIMINATION—SEXUAL HARASSMENT—S.D. N.Y.: Female VP who refused advances, complained, and was fired can amend to revive dismissed claims
- LABOR—ARBITRATION—N.D. Ohio: Court declines to vacate arbitration award ordering employer to pay employee six hours of overtime
- PRIVACY—7th Cir.: Federal court jurisdiction lacking in challenge to company’s use of facial recognition software on internet photos
- PROCEDURE—E.D. Va.: Employees’ renewed attempt to seek review of collective action waiver decision fails
- RETALIATION—E.D. Mich.: Recent raises bolstered employee’s claim his firing was retaliatory, not due to ‘unprofessional behavior’
- STATE-LAW CLAIMS—1st Cir.: Former HP employee was not entitled to accrued vacation pay under Maine law
- BLOG TRACKER—Noteworthy posts and other commentary
- DOL NEWS—WHD recovers $407K in back wages for FLA, SCA, CWHSSA, H-2A, H-2B violations
- EEOC NEWS—Commission approves revisions to GC’s litigation authority despite canceling open meeting
- EEOC NEWS—Employees working outside U.S. who are not U.S. citizens not counted in OWBPA disclosures
- FEDERAL REGULATIONS—EEOC’s final rule kiboshes ‘official time’ in federal sector EEO regs
- FEDERAL REGULATIONS—Final regulations clarify HRAs integrated with individual coverage
- INDUSTRY NEWS, TRENDS—Dollar General incentivizing employees with 4 hours’ pay to get COVID-19 vaccination
- OSHA NEWS—Annual adjustment boosts max penalty for willful or repeated violations by $1,595
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