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Articles by Corrie Buck
EEOC's Final Rule On The Pregnant Workers Fairness Act In Flux
As we previously reported, the U.S. Equal Employment Opportunity Commission's (EEOC) final rule on the Pregnant Workers Fairness Act (PWFA) went into effect on June 18, 2024.
EEOC’s final rule on the Pregnant Workers Fairness Act in flux
As we previously reported, the U.S. Equal Employment Opportunity Commission’s (EEOC) final rule on the Pregnant Workers Fairness Act (PWFA) went into effect on June 18, 2024.
U.S. Supreme Court clarifies standard for job transfer discrimination under Title VII
On Wednesday April 17, 2024, the US Supreme Court in Muldrow v. City of St. Louis, Missouri, et al. issued a precedential ruling that will likely pave the way for more employee discrimination claims under Title VII. In a unanimous decision, the Court held that Title VII prohibits discriminatory job transfers even if they do not result in a “materially significant disadvantage” to the employee.
U.S. Supreme Court clarifies standard for job transfer discrimination under Title VII
On Wednesday April 17, 2024, the US Supreme Court in Muldrow v. City of St. Louis, Missouri, et al. issued a precedential ruling that will likely pave the way for more employee discrimination claims under Title VII. In a unanimous decision, the Court held that Title VII prohibits discriminatory job transfers even if they do not result in a “materially significant disadvantage” to the employee.
EEOC issues final rule on the Pregnant Workers Fairness Act
On April 15, 2024, the U.S. Equal Opportunity Commission (EEOC) issued its final rule implementing the federal Pregnant Worker’s Fairness Act (PWFA). The PWFA, which went into effect in June 2023, requires covered employers to provide reasonable accommodations for employees’ known limitations relating to pregnancy, childbirth, or related medical protections.
Supreme Court Rules in Favor of Arbitrability of PAGA Action
In a highly-anticipated decision, the U.S. Supreme Court issued its opinion in Viking River Cruises, Inc. v. Moriana (Case No. 20-1573) on June 15, 2022. The Court examined whether the Federal Arbitration Act (“FAA”) preempted California court precedent, which invalidated contractual waivers of representative claims under California’s Private Attorneys General Act of 2004 (“PAGA”).
Managing the risks of incentivizing COVID-19 vaccines for employees
The release of the COVID-19 vaccine came as welcome news for employers. With it, however, employers will now confront myriad new questions about how the vaccine will affect workplace terms and conditions. The foremost question across all sectors has been simple: Can and should employers mandate that their employees get vaccinated?
EEOC Releases Updated And Expanded COVID-19 Guidance
United States: EEOC Releases Updated And Expanded COVID-19 Guidance 21 December 2020 by Michele H. Gehrke , Michael Correll and Corrie J. Buck Reed Smith Your LinkedIn Connections with the authors To print this article, all you need is to be registered or login on Mondaq.com.
EEOC releases updated and expanded COVID-19 guidance
On December 16, 2020, the U.S. Equal Employment Opportunity Commission (EEOC) released updated and expanded guidance addressing questions related to the COVID-19 pandemic that arise under the Federal Equal Employment Opportunity Laws. The publication, “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws,” includes new guidance on the implications of the forthcoming COVID-19 vaccines on a number of federal laws.
California Expands Family Care And Medical Leave Eligibility
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California expands Family Care and Medical Leave eligibility
On September 17, 2020, Governor Gavin Newsom signed Senate Bill 1383 (SB-1383), which significantly expands employee eligibility for family and medical leave under the California Family Rights Act (CFRA). The law, which will go into effect January 1, 2021, reduces the number of employees required for an employer to be covered under the CFRA and also expands the reasons why employees may take these leaves.
California Executive Order expands workers’ compensation eligibility for employees diagnosed with COVID-19
On May 6, 2020, Governor Gavin Newsom issued Executive Order N-62-20, which dramatically expands workers’ compensation eligibility for employees who are diagnosed with COVID-19, as part of his continued plan to create a robust safety net for California workers. The Order creates a rebuttable presumption that employees who test positive for or are diagnosed with COVID-19 within 14 days of performing work at their place of employment contracted the virus while at work.
Updated COVID-19 FAQs for employers with U.S. employees
The worldwide COVID-19 pandemic has had, and will continue to have, a substantial impact on the U.S. workplace. Please click here for a series of FAQs we have compiled based on some of the more common questions that clients with U.S.-based employees have posed to us within the past few weeks. These FAQs are general and high-level in nature, and should not be used as a substitute for speaking with a Reed Smith employment lawyer.
California’s Judicial Council adopts emergency rules tolling statutes of limitations
On April 6, 2020, the California Judicial Council held its second emergency meeting to address issues arising in the California court system as a result of the COVID-19 pandemic. The Judicial Council, led by Chief Justice of the California Supreme Court Tani Cantil-Sakauye, is the rulemaking body of the California court system.
California Supreme Court: Employees who settle their own wage and hour claims still have standing to pursue PAGA
The California Supreme Court ruled on March 12, 2020 that an individual plaintiff’s settlement of their claims against an employer for purported wage and hour violations does not deprive that plaintiff of standing as an authorized representative in a Private Attorney General’s Act (PAGA) action.
States expand unemployment benefits for employees impacted by COVID-19
In response to the coronavirus outbreak, the U.S. Department of Labor recently announced new guidance outlining ways states can be more flexible in administering and expanding unemployment insurance (UI) programs in order to assist employees affected by COVID-19. Generally speaking, UI is a joint state–federal program that provides cash benefits to eligible workers.
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