The Second Circuit recently held that plaintiffs bringing disability discrimination claims must meet the higher but-for causation standard, rather than a mixed-motives standard.
Legislation will prohibit most employers from requiring applicants to submit to pre-employment testing for marijuana in NYC.
A California Court of Appeals holds that California employers with on-call polices are required to pay a minimum of two-hours reporting time pay, even if employees are told they are not required to come into work.
Ninth Circuit holds that including mandatory state law disclosures with the FCRA disclosure violates the FCRA standalone disclosure requirement.
The Eighth Circuit holds that Plaintiff was not similarly situated to other employees who had committed the same infraction for which he was terminated, as the other employees were not at the same stage of the employer’s progressive discipline process.
The case is a reminder about the importance of having effective internal procedures for handling, investigating and responding to complaints.
The new requirements take effect on October 15, 2018, and impose requirements surrounding the “cooperative dialogue” employers must engage in when an accommodation is requested.
The Fifth Circuit upheld the National Labor Relations Board’s decision against In-N-Out, which found the company’s rule prohibiting employees from wearing any type of pin or stickers on their uniforms unlawful.