Labor & Employment Law Daily Wrap Up
- EMPLOYEE LEAVE—8th Cir.: District court erroneously concluded that ‘qualified immunity’ not available against FMLA claim
- ARBITRATION—3rd Cir.: Hospital that wasn’t signatory to arbitration agreement must face resident’s bias claims
- COVERAGE, LIABILITY—Or. Sup. Ct.: School district not entitled to absolute privilege in defamation claim
- DISCHARGE—Cal. App.: School aide’s objection to ‘false’ child abuse report immaterial to wrongful termination case
- DISCRIMINATION—PREGNANCY—S.D.N.Y.: Brokerage firm salesperson fired between high-risk pregnancies advances NYSHRL and NYCHRL claims in part
- DISCRIMINATION—SEX—Mich. Sup. Ct.: Michigan’s highest court reconsiders sexual orientation discrimination under ELCRA, eschews nearly 30-year-old precedent
- EXPERT INSIGHTS—7 Tips to Mitigate the Risks of Summer Staff Parties
- EXPERT INSIGHTS—Back to Basics: 10 Steps to Consider When Hiring, Firing, and Disciplining Employees
- FEDERAL LEGISLATION—Bipartisan bill aims to address FBI’s history of whistleblower retaliation
- FEDERAL REGULATIONS—HHS proposes to reinstate ACA discrimination protections
- LABOR—BARGAINING—NLRB: Broadcaster found to have engaged in unlawful surface bargaining, not hard bargaining
- LITIGATION NEWS, TRENDS—Hospital system will pay $10.3M to resolve class action over mandatory COVID shots
- NLRB NEWS—Career employees appointed to posts in LA and Buffalo regions
- PENSION AND BENEFIT PLANS—N.D. Cal.: Genuine fact issues exist in severance plan case involving semiconductor company merger
- REMEDIES, DAMAGES—W.D. Pa.: Communication breakdowns, ‘sloppy’ negotiations prevented assent to be bound by settlement agreement in discrimination, retaliation case
- TRADE SECRETS—7th Cir.: No misappropriation of trade secrets that are not specifically identified
- TRADE SECRETS—N.D. Ala.: Tribal sovereignty bars trade secret misappropriation claim against competitor who allegedly purloined government contract
- WAGE-HOUR—OVERTIME—E.D.N.C.: Former Butterball turkey employee can proceed with FLSA overtime claim
© 2023 CCH Incorporated and its affiliates and licensors. All rights reserved.