Labor & Employment Law Daily Wrap Up
- FEDERAL REGULATIONS—DOL proposes return of FLSA independent contractor analysis to ‘totality-of-the-circumstances’
- CLASS ACTIONS—5th Cir.: Motion to intervene in ERISA class action against BP properly denied
- COVERAGE, LIABILITY—S.D.N.Y.: Son of restaurant operators determined to be ‘employer’ under FLSA
- DISCRIMINATION—AGE—D. Kan.: Buyer fired in pandemic RIF can go to trial with ADEA claim
- DISCRIMINATION—AGE—N.D. Ind.: No showing employee’s furlough during pandemic was age-related
- DISCRIMINATION—SEXUAL HARASSMENT—6th Cir.: Hospital employee can’t revive gender and sexual orientation bias claim based on ‘inadequate investigation’
- EMPLOYEE LEAVE—D. Conn.: Crisis response clinician fired for violating HIPAA policies, not FMLA retaliation or interference
- EMPLOYEE STATUS—NLRB: Nursing home failed to establish that RN case manager was statutory supervisor
- EXPERT INSIGHTS—New California Law Modifies And Extends California Labor Code COVID-19 Exposure Notification Requirements, But Adds Confusion To Existing Employer Obligations
- EXPERT INSIGHTS—Texas District Court Holds EEOC Guidance On Sexual Orientation And Gender Identity Discrimination Unlawful
- LABOR NEWS—Railway strike back on the table as BMWED membership rejects tentative deal
- OSHA NEWS—ExxonMobil ordered to reinstate employees suspected of leaking info to Wall Street Journal
- RETALIATION—D.S.C.: Pharmacy director fired for performance issues not for workers’ comp retaliation or disability discrimination
- SENATE NEWS—Senator Grassley calls out FBI’s lackluster response to sexual misconduct
- STRATEGIC PERSPECTIVES—Top labor and employment developments for September 2022
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