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Labor & Employment Law Daily Wrap Up
    • TOP STORY—11th Cir.: Because bonuses did not preclude use of fluctuating workweek method, overtime award reversed
    • EXPERT INSIGHTS—New California law allows employers to email workplace notifications to remote workers
    • EXPERT INSIGHTS—New Connecticut employment laws
    • EXPERT INSIGHTS—New Jersey amends workplace bias law to expand protections against age discrimination
    • ARBITRATION—N.D. Ill.: Employer’s new COVID19 vaccination policy not subject to interest arbitration under CBA
    • DISCRIMINATION—RACE—N.D. Ill.: Racial epithets support Black water department employee’s hostile environment claim but other claims fail
    • RETALIATION—E.D. La.: FEMA employee’s Title VII retaliatory demotion suit may proceed to trial
    • RETALIATION—N.D. Ill.: 60-year-old whistleblowing teacher who alleged he was set up to fail advances some claims
    • WAGE-HOUR—WORKING TIME—10th Cir.: Pre-shift activities of call center employees not de minimis
    • WHISTLEBLOWERS—Or. App.: Employee who won jury trial on common-law wrongful discharge claim failed to revive court-rejected statutory claim
    • EEOC NEWS—Commission addresses disability, age, racial discrimination in settlements and new suits
    • IMMIGRATION NEWS—First half of FY 2022 cap reached for H-2B temporary nonagricultural workers
    • LITIGATION NEWS, TRENDS—Hotel association challenges New York City’s new pandemic severance law
    • STATE REGULATIONS—OHIO—Minimum wage will increase in 2022 to $9.30 per hour for large employers
    • SURVEYS—Flexible working is now more important than salary, report finds
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