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Labor & Employment Law Daily Wrap Up
    • TOP STORY—E.D. Mich.: Employee presented fact question as to whether patient privacy violation motivated her termination
    • EXPERT INSIGHTS—New York employers must implement a mask or vaccine requirement
    • EXPERT INSIGHTS: Fourth Circuit requires parity in each component of compensation, not only in total compensation, under federal Equal Pay Act
    • EXPERT INSIGHTS: Massachusetts PFML Update: Notifying employees of changes in contribution rates and benefit amounts for 2022
    • DISCRIMINATION—DISABILITY—D. Md.: Claims based on denial of volunteer firefighter position to deaf applicant move forward
    • DISCRIMINATION—DISABILITY—D.N.J.: Security guard fired after complaining he could no longer use Segway can’t advance bias claims
    • DISCRIMINATION—SEXUAL HARASSMENT—D. Del.: Two incidents of sexual harassment sufficiently severe to defeat summary judgment
    • EMPLOYEE LEAVE—S.D. Fla.: Removal from position was ‘exactly’ what employee requested, not FMLA interference or retaliation
    • LABOR—UNFAIR LABOR PRACTICES—NLRB: Employer unlawfully established ‘zero tolerance’ for employee discussions of working conditions
    • FEDERAL REGULATIONS—Fall regulatory agenda anticipates proposals on infectious diseases, FLSA OT exemption, NLRA joint employers
    • LABOR NEWS—Kellogg workers at four cereal plants reject tentative agreement
    • SUPREME COURT NEWS—Justices to clarify who are interstate ‘transportation workers’ under FAA exemption
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