Labor & Employment Law Daily Wrap Up
- TOP STORY—Justices consider FAA’s exemption for ‘transportation workers’ as applied to airline employees
- DISCRIMINATION—DISABILITY—M.D. Tenn.: Jury to decide whether work schedule was essential function of production supervisor position
- DISCRIMINATION—DISABILITY—W.D. Pa.: Jury to decide if supervisor’s ridiculing of speech-impaired employee created HWE
- DISCRIMINATION—E.D.N.Y.: Jury question whether allowing visually impaired sales rep to use public transportation was reasonable accommodation
- DISCRIMINATION—SEXUAL HARASSMENT—E.D. Ill.: Hostile work environment liability limited to two-year period preceding physical sexual assault
- EEOC NEWS—FY 2021 performance report shows staffing increases, to continue under FY 2023 Budget
- EXPERT INSIGHTS—NYC issues guidance on salary transparency law: 5 key takeaways for employers
- FEDERAL REGULATIONS—OSHA moves to update electronic injury, illness reporting requirements for certain employers
- LABOR—NLRB WEEKLY SUMMARY—Weekly summary of NLRB decisions
- LABOR—UNIONS, UNION MEMBERS—N.D. Ohio: Employee’s claim union unlawfully retained ‘fair share fees’ post-Janus survived motion to dismiss
- ON THE LABOR FRONT—State Laws Abolishing Captive Audience Speeches: A Looming NLRA Preemption Battle
- RETALIATION—S.D. Tex.: Employer gave inconsistent explanations for failing to rehire sales rep who complained of customer harassment
- RETALIATION—W.D. Wash.: Conductor’s FRSA retaliation verdict remains derailed after it was vacated on appeal
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