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Labor & Employment Law Daily Wrap Up
    • TOP STORY—DOL wants to delay parts of final tip rule, withdraw and re-propose others
    • DISCRIMINATION—DISABILITY—D. Nev.: Fact issue as to whether corrections employee who could not lift 100 pounds was qualified individual
    • DISCRIMINATION—DISABILITY—M.D. Tenn.: Jury to decide whether working in the office was essential function of claims adjuster’s position
    • DISCRIMINATION—E.D. Mich.: Black female employee was fired due to performance and attendance issues, not race or gender
    • DISCRIMINATION—SEX—D.N.H.: Gay supermarket assistant manager’s claims of hostile work environment and constructive discharge allowed to proceed
    • EMPLOYEE STATUS—N.D. Tex.: Real estate agent was independent contractor, not covered by FLSA
    • LABOR—ARBITRATION—Employee who believed coworker had been in COVID hotspot not free to declare health emergency and leave work
    • LABOR—ARBITRATION—W.D. Ky.: Union grievance over employer’s use of supplemental workers is arbitrable
    • LABOR—ORGANIZING, ELECTIONS—NLRB: Failure to send duplicate ballot kits didn’t potentially disenfranchise voters
    • WAGE-HOUR—N.D. Ala.: Despite hiding income from local government, store clerk entitled to damages for employer’s FLSA violations
    • DOJ NEWS—Cumberland County, Tennessee, pays $1.1M to 10 women allegedly harassed by department director
    • FEDERAL LEGISLATION—Joint resolutions filed to undo EEOC’s conciliation final rule
    • IMMIGRATION NEWS—USCIS again extends pandemic-prompted flexibilities related to agency requests and notices
    • INDUSTRY NEWS, TRENDS—Businesses press lawmakers to pass comprehensive federal paid family and medical leave policy
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