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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