Labor & Employment Law Daily Wrap Up
- DISCRIMINATION—RACE—D. Mass.: Whole Foods employees fired under dress code for wearing ‘Black Lives Matter’ masks failed to show pretext
- DISCRIMINATION—E.D. Mo.: Wealth management advisor fired for performance deficiencies, not age or sex bias
- DISCRIMINATION—PREGNANCY—11th Cir.: ‘Abrasive’ dentist, fired after pregnancy announcement, can’t revive Title VII, FMLA claims
- DISCRIMINATION—RACE—N.D. Ill.: African-American applicant denied police officer position may proceed with discrimination claims
- DISCRIMINATION—RELIGIOUS—E.D. Pa.: Nurse failed to show objection to employer’s COVID nasal swab test was religious
- EEOC NEWS—Commission updates resource document on hearing disabilities in the workplace
- EEOC NEWS—Employers settle sexual harassment, retaliation lawsuits for $187k; new lawsuit filed
- EMPLOYEE STATUS—S.D. Tex.: Specialist working through LLC contractor could not pursue age discrimination claim
- EXPERT INSIGHTS—California Labor Commissioner issues FAQs clarifying pay transparency law
- EXPERT INSIGHTS—New year, new state minimum compensation thresholds for restrictive covenants
- FEDERAL REGULATIONS—PBGC adds exception process for certain withdrawal liability conditions applicable to SFA recipient plans
- LABOR—BARGAINING—6th Cir.: Board must reconsider whether successor agreement became binding before unit ratified TA
- OSHA NEWS—Trench death prompts $251K fine; other penalties proposed for struck-by, fire hazards
- RETALIATION—E.D. Pa.: Statements made about paralegal in published article not enough to advance retaliation claim
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