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Labor & Employment Law Daily Wrap Up
    • DISCRIMINATION—RELIGIOUS—D. Md.: Gay employee whose husband’s health insurance was revoked based on sex wins on EPA claim
    • STRATEGIC PERSPECTIVES—Top labor and employment developments for July 2022
    • EXPERT INSIGHTS—WARN-ing Bells are Ringing: WARN Act Considerations in the Remote Work Era as Recession Threatens
    • EXPERT INSIGHTS—What Employers Need to Know in a Post-Dobbs Landscape
    • DISCRIMINATION—RACE—D. Mass.: Applicant, repeatedly passed over for police officer positions, advances discrimination claims
    • DISCRIMINATION—SEX—S.D.N.Y.: Same actor inference for Sam’s East to prevail on female store manager’s sex bias claims
    • EMPLOYEE LEAVE—C.D. Ill.: Fired therapy aide established FMLA interference by Illinois agency
    • LABOR—UNFAIR LABOR PRACTICES—NLRB: Union unlawfully reset employee’s seniority after she returned to bargaining unit
    • PROCEDURE—5th Cir.: Discovery needed on whether jury that sided with employer was subject to extrinsic influence
    • RETALIATION—N.D. Ind.: Missing evidence of performance problems warrants trial on fired popcorn worker’s claim
    • WAGE-HOUR—EXEMPTIONS—D. Ariz.: Construction manager advances collective action alleging unpaid overtime
    • WAGE-HOUR—OVERTIME—5th Cir.: Court sides with emergency workers on overtime compensation issue
    • WAGE-HOUR—OVERTIME—W.D. Pa.: Employee’s testimony sufficient to survive summary judgment on overtime claims
    • WORTH NOTING—Race discrimination cases of note
    • INDUSTRY NEWS, TRENDS—New York launches healthcare worker recruitment and retention bonus program
    • OSHA NEWS—Combined $2M in penalties proposed for employer safety violations
    • OSHA NEWS—New Region III emphasis program focuses on warehousing industry
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