On Tuesday, April 4, 2017, the Seventh Circuit Court of Appeals became the first Federal Appellate Court to hold that Title VII of the Civil Rights Act of 1964 protects discrimination on the basis of sexual orientation. While some states have already enacted laws protecting against that type of discrimination, and many employers have added such protections into company equal employment opportunity policies, this marks the first time sexual orientation has been deemed protected at this level under the federal Civil Rights Act. Continue Reading What Does The Landmark Ruling Declaring Sexual Orientation Discrimination Illegal Under Title VII Really Mean?
If your company was one of the 375 government contractors or subcontractors who recently received a Scheduling Letter from the Office of Federal Contractor Compliance Programs (OFCCP), you’re probably not reading this post. You’re too busy scrambling to pull together responses to the 22 items in the Scheduling Letter and Itemized Listing and making sure your affirmative action plans are up to date.
But if you didn’t receive a scheduling order… read on. Continue Reading A Message to Employers Who Aren’t in a Current OFCCP Audit
Are we moving into an era of less aggressive enforcement by the federal agencies tasked with responsibility over our nation’s labor and employment laws? It certainly seems so given several signals from the current administration and the federal agencies themselves. Continue Reading A New Era of Decreased Enforcement?
In Part 1 and Part 2 of this series of posts, we began the discussion of what the Defend Trade Secrets Act (DTSA), enacted in May 2016, really means for employers in defending their trade secrets. In particular, we addressed some of the “good” the DTSA offers for employers, including: (1) a clear path to federal court, (2) ex parte seizure orders and (3) international application. In Part 3, we addressed the bad — four potential downsides of the DTSA for employers, including mandatory disclosure of whistleblower protections. In this final Part 4, we outline questions left unanswered by the DTSA which are worth watching for future developments. Continue Reading The Defend Trade Secrets Act: What Does it Really Mean for Employers? The Good, the Bad and the Ambiguous, Part 4
As we approach the filing deadline for FY 2018 H-1B cap petitions, there are a couple of updates of which you need to be aware.
First, U.S. Citizenship & Immigration Services (USCIS) has just announced that starting April 3, 2017, it will temporarily suspend premium processing for all H-1B petitions. Continue Reading Two Immigration Law Updates: Premium Processing for H-1B Temporarily Suspended, and New <em>Handbook for Employers</em> Issued
Beginning on March 1, 2017, California employers and businesses will need to re-label any single-stall restroom facilities as available to users of either gender. Such facilities are required to be identified as “all gender” and be universally accessible. Continue Reading Single-User Restrooms Must Be Made Available To All in California
Back in April 2015, we told you about a new player in the world of employee whistleblower enforcement: the Securities and Exchange Commission (SEC). The SEC grabbed everyone’s attention in 2015 by issuing its first administrative order finding that a public company violated SEC rules based solely on language in an employment agreement. Continue Reading Employment Agreements Under the Bright Light of the SEC’s Enforcement Efforts
Last month, we wrote about the new I-9 Form employers must use for all employees starting January 22, 2017. Today, our Immigration attorneys issued an Advisory to offer some additional guidance and clarification for employers in transitioning from the old I-9 Form to this new Form, and addressing some questions that may come up related to the Form and the use of E-Verify to confirm an employee’s legal status to work in the United States. This Advisory is based on some information just provided by the American Immigration Lawyer’s Association’s Verification and Documentation Liaison Committee, and our Immigration experts wisely wanted to pass along the advice right away. Continue Reading Update on New I-9 Form and Important Advisory
A recent federal Appellate Court decision offers employers greater flexibility and decision making authority in considering job reassignments for qualified disabled employees. In EEOC v. St. Joseph’s Hospital, a case decided by the Eleventh Circuit Court of Appeals (which covers Georgia, Florida and Alabama), an employee sought a job reassignment as a reasonable accommodation under the Americans with Disabilities Act (ADA). The employer allowed the employee thirty days to apply for vacant positions, but did not automatically grant her a new position. Rather the employer required the employee to compete for a new position pursuant to its best qualified applicant hiring policy – she would be given the job only if she was the best qualified applicant for the position. Continue Reading Are Disabled Employees Entitled to Be Reassigned to an Open Position?
A nationwide restaurant chain is in a “sticky” situation, and not because of the barbeque sauce on its ribs. Rather, it faces a trial in a lawsuit filed by the U.S. Equal Employment Opportunity Commission, alleging years of pervasive age discrimination in its hiring of hourly, “front of the house” employees. The EEOC alleges that the company failed to hire applicants over 40 for public, visible positions such as servers, hosts, and bartenders, and instead instructed managers to hire younger applicants for those positions at its hundreds of locations. Continue Reading Sticky Notes On Applications Create “Sticky” Problem in Hiring