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Labor & Employment Law Daily Wrap Up
    • TOP STORY—9th Cir.: Arbitration agreement between H-2A laborer and farm contractor was not signed under duress, should be enforced
    • EXPERT INSIGHTS—Do a double take: unraveling OSHA's new emergency temporary standard
    • EXPERT INSIGHTS—Retailers’ obligations to accommodate work schedules that conflict with an employee’s religion
    • ARBITRATION—5th Cir.: Employee who didn’t opt out of post-hire arbitration agreement must arbitrate bias claims
    • DISABILITY—DISCRIMINATION—S.D. Ind.: EEOC’s ADA suit on behalf of lifting-restricted CNA advances to trial
    • DISCRIMINATION—AGE—D.N.H.: Longtime assistant school counselor’s job elimination and expedited termination were not discriminatory
    • DISCRIMINATION—RACE—D.D.C.: Court upholds jury verdict for high-level employee stripped of supervisory authority
    • EMPLOYEE LEAVE—W.D. Va.: Employee who wanted to quarantine because he cared for paralyzed sibling advances FMLA, not FFCRA claims
    • LABOR—ARBITRATION—COVID-19 qualified as a calamity under school’s CBA, double-time pay required
    • SAFETY—Wash. Sup. Ct.: Split decision on whether staffing agencies were liable ‘employer’ under WISHA
    • TORT CLAIMS—D. Del.: Cemetery operator may pursue trade secrets claim against software provider
    • DOL NEWS—WHD collects $1.2 million from FLSA, SCA violations; retaliation injunctions also announced
    • SUPREME COURT NEWS—Justices contemplate extent of FAA jurisdiction based only on the underlying controversy
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