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Articles by Helen E. Tuttle
Youngers v. DePuy Orthopaedics, Inc et al
RSS Track this Docket This docket was last retrieved on August 23, 2023. A more recent docket listing may be available from PACER. Date Filed Document Text August 23, 2023 Filing 7 CASE TRANSFERRED IN from District of New York Western pursuant to Judicial Panel on Multidistrict Litigation Conditional Transfer Order (CTO) 329. Case number 1:23-cv-00811. Electronic copy of file and docket sheet received.
Supreme Court to Consider Interplay of ERISA and Local “Play-or-Pay” Laws
The Employee Retirement Income Security Act of 1974 (“ERISA”) aims to balance the dual policies of (1) ensuring fair and prompt enforcement of rights under employee benefit plans, and (2) encouraging the creation of such plans.
As Hair Discrimination Bans Grow, New York City Seeks Public Comment on Proposed Rule | JD Supra
Background July 3, 2020, marked the one-year anniversary of California becoming the first jurisdiction in the country to pass the Create a Respectful and Open Workplace for Natural Hair (CROWN) Act, prohibiting discrimination based on natural hairstyles and textures. One year later, many more jurisdictions have followed suit.
As Hair Discrimination Bans Grow, New York City Seeks Public Comment on Proposed Rule
Monday, August 24, 2020 Background July 3, 2020, marked the one-year anniversary of California becoming the first jurisdiction in the country to pass the Create a Respectful and Open Workplace for Natural Hair (CROWN) Act, prohibiting discrimination based on natural hairstyles and textures. One year later, many more jurisdictions have followed suit.
COVID-19: Staying Engaged, Staying Connected and Staying Calm
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COVID-19 Raises Critical Questions About Employee Testing
The coronavirus (COVID-19) pandemic presents unprecedented challenges for any employer seeking to provide a healthy working environment. To help mitigate some of the uncertainty, the Equal Employment Opportunity Commission (EEOC) recently issued updated guidance for employers considering screening and testing protocols for employees and job applicants.
COVID-19: Considerations for Employee Testing | JD Supra
Updated: May 25, 2018: JD Supra is a legal publishing service that connects experts and their content with broader audiences of professionals, journalists and associations.
COVID-19: Considerations for Employee Testing
Tuesday, March 24, 2020 The COVID-19 pandemic presents unprecedented challenges for any employer seeking to provide a healthy working environment. To help mitigate some of the uncertainty, on March 18, 2020, the EEOC issued updated guidance for employers considering screening and testing protocols for employees and job applicants. These efforts, along with a growing patchwork of state and local laws, are intended to slow the spread of infections.
New Jersey Expands Employment Protections to Medical Marijuana Users | JD Supra
Updated: May 25, 2018: JD Supra is a legal publishing service that connects experts and their content with broader audiences of professionals, journalists and associations.
Pennsylvania Federal Court Rules that Drivers are Properly Classified as Independent Contractors
In Razak v. Uber Technologies, Inc., a Pennsylvania federal judge ruled last week that drivers for UberBLACK, the company’s higher-end limousine service, are properly classified as independent contractors. In granting Uber’s motion for summary judgment, this court was the first federal court to determine whether drivers for UberBLACK are employees or independent contractors under the Fair Labor Standards Act (“FLSA”) and similar Pennsylvania state laws.
New York City Employers Must Provide Temporary Work Schedule Changes to Employees for “Personal Events” Beginning July 18, 2018
On January 19, 2018, New York City adopted Int. 1399-A (“Law”) which requires employers to provide most city-based employees with up to two temporary schedule changes per calendar year due to a “personal event.” The Law provides employers and employees a defined process about how to discuss schedule change requests, and also provides measures to protect employees from retaliation as a result of making a request for a temporary schedule change for a personal event.
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