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Articles by D'Ontae Sylvertooth
EXPERT INSIGHTS-PRESIDENT TRUMP NOMINATES ASSISTANT U.S. ATTORNEY PANUCCIO TO SERVE AS EEOC COMMISSIONER
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President Trump Nominates Assistant U.S. Attorney Panuccio to Serve as EEOC Commissioner | JD Supra
In what may provide the U.S. Equal Employment Opportunity Commission (EEOC) the ability to move forward with implementing policy changes, issuing new guidance, and rescinding other guidance, President Donald Trump nominated Brittany Panuccio, currently an assistant U.S. attorney in the Southern District of Florida, to serve as a commissioner. If confirmed, Panuccio would give the EEOC a quorum, which it has lacked since the president fired two sitting Democratic commissioners in January 2025.
Quick Hits President Trump nominated Brittany Panuccio, an assistant U.S. attorney in Florida, to serve as an EEOC commissioner. The EEOC currently has only two commissioners, one less than needed for a quorum. Once the EEOC has a quorum, it will be able to engage in rulemaking, policymaking, and issuing (and, in some instances, rescinding) official guidance that advances the administration’s agenda.
Maryland Releases FAQs in Relation to Wage Range Transparency Act | JD Supra
The Maryland Department of Labor recently released key questions and answers regarding the state’s Wage Range Transparency Act, which took effect on October 1, 2024, amending the prior Equal Pay for Equal Work laws found in Sections 3-301, 3-304.2, 3-305, and 3-308(e) of the Maryland Labor and Employment Article. A detailed discussion of the law and its comparison to D.C.’s Wage Transparency Omnibus Amendment Act of 2023 can be found in our article of June 24, 2024.
EXPERT INSIGHTS-MARYLAND'S NEW WAGE TRANSPARENCY LAW TO TAKE EFFECT ON OCTOBER 1, 2024
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Maryland’s New Wage Transparency Law to Take Effect on October 1, 2024 | JD Supra
Maryland’s recently enacted Wage Range Transparency Act amends the state’s Equal Pay for Equal Work law, specifically Sections 3-301, 3-304.2, 3-305, and 3-308(e) of Maryland’s Labor and Employment Article Title 3, Subtitle 3.
What’s in a Job Advertisement - New D.C. Salary and Hourly Pay Disclosure Requirements | JD Supra
Earlier this year, District of Columbia Mayor Muriel Bowser signed into law legislation that will require D.C. employers to affirmatively state the pay range for available positions in job advertisements. Quick Hits The District of Columbia’s Wage Transparency Omnibus Amendment Act of 2023 will require D.C. employers to affirmatively state the pay range for available positions in job advertisements. Pending approval by the U.S. Congress, the act will take effect on June 30, 2024.
District of Columbia’s New Human Rights Enhancement Amendment Act Changes Definitions of ‘Harassment’ and ‘Employee’ | JD Supra
The District of Columbia recently amended the D.C. Human Rights Act (DCHRA) by adding a new protective status, broadening who is covered under the act. The District also modified the DCRHA to redefine how plaintiffs may prove harassment claims within the District. The new law, which took effect on October 1, 2022, is entitled the Human Rights Enhancement Amendment Act of 2022 (DCHREAA).
District of Columbia’s New Human Rights Enhancement Amendment Act Changes Definitions of ‘Harassment’ and ‘Employee’
The District of Columbia recently amended the D.C. Human Rights Act (DCHRA) by adding a new protective status, broadening who is covered under the act. The District also modified the DCRHA to redefine how plaintiffs may prove harassment claims within the District. The new law, which took effect on October 1, 2022, is entitled the Human Rights Enhancement Amendment Act of 2022 (DCHREAA).
D.C.’s Ban on Noncompete Agreements Is Set for Another Postponement | JD Supra
For employers wary of the looming implementation of the District of Columbia’s Ban on Non-Compete Agreements Amendment Act of 2020, it appears that the waiting game will continue until at least October 1, 2022. Although March 16, 2021, was the act’s “effective date,” the act’s near-total ban on noncompete agreements will not have true legal effect until the legislation’s “applicability date,” which the Council of the District of Columbia is delaying once again.
UnitedHealth Group And Others Slapped With A Class Action Lawsuit For Allegedly Entering Into A No-Solicitation Conspiracy
United States: UnitedHealth Group And Others Slapped With A Class Action Lawsuit For Allegedly Entering Into A No-Solicitation Conspiracy 22 March 2021 Bertram LLP To print this article, all you need is to be registered or login on Mondaq.com. In a recent post, we highlighted two recent criminal cases brought by the Department of Justice. One of those cases is back in the news as a consequence of a civil class action.
Fourth Circuit Refuses To Allow A Law Partner's Title VII Claim To Proceed – Placing Limits On The Law's Protections - Employment and HR - United States
To print this article, all you need is to be registered or login on Mondaq.com. A critical point of contention in Lemon v. Myers Bigel, P.A., No. 19-1380 (4th Cir. Jan. 19, 2021) was who is considered an “employee” under Title VII's anti-discrimination and retaliation provisions. Shawna Lemon, a then equity partner at the law firm of Myers Bigel, P.A., filed a lawsuit alleging discrimination and retaliation claims under Title VII and race discrimination under Section 1981.
D.C. Court Of Appeals Rules That Forfeiture Provision In Law Firm Operating Agreement Violates Rule 5.6
United States: D.C. Court Of Appeals Rules That Forfeiture Provision In Law Firm Operating Agreement Violates Rule 5.6 04 March 2021 by Connie Bertram and D'Ontae Sylvertooth Bertram LLP To print this article, all you need is to be registered or login on Mondaq.com. On February 4, 2021, the D.C. Court of Appeals ruled in favor of a former partner concerning the equity interest owed to her upon exiting her law firm. The dispute in Jacobson Holman, PLLC v. Gentner, 19-cv-830 (D.C. App. Feb.
Will We See The End Of Non-Compete And No-Poach Agreements Under The Biden Administration?
United States: Will We See The End Of Non-Compete And No-Poach Agreements Under The Biden Administration? 04 March 2021 Bertram LLP To print this article, all you need is to be registered or login on Mondaq.com. Employers have relied for decades on non-compete and no-poach agreements to try to prevent former employees from misusing trade secrets and disrupting client relationships.
Further Unpacking D.C.'s New Ban On Non-Compete Agreements
United States: Further Unpacking D.C.'s New Ban On Non-Compete Agreements 04 March 2021 Bertram LLP To print this article, all you need is to be registered or login on Mondaq.com. In a recent post, we briefly discussed non-compete and no-poach agreements, including highlighting D.C.'s Ban on Non-Compete Agreements Amendment Act of 2020.
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