A recent 6th Circuit decision provides both comfort and caution for universities facing claims of discrimination or bias in the conduct of their disciplinary proceedings relating to sexual misconduct.
The California Supreme Court recently decided the question of how an employee’s overtime pay rate should be calculated when the employee has earned a flat sum bonus during a single pay period.
The NY Court of Appeals will consider whether home care attendants working 24-hour shifts employed by third-party agencies must be paid for every hour of their shift, with no deductions for meal or sleep periods.
The Massachusetts Attorney General has recently published an Overview and Frequently Asked Questions regarding the amendment to the Massachusetts Equal Pay Act, set to take effect on July 1, 2018.
The FCRA is not a classic employment law, but regulates the procurement and use of background checks by employers. The plaintiffs’ bar has been flooding the courts with class action lawsuits asserting technical violations of the FCRA's requirements.
A recent settlement shows that the EEOC continues, from time to time, to take the position in litigation that an employee’s private release may not waive the employee’s right to receive future financial relief in an EEOC discrimination action.
In 2017, legislatures in more than 40 U.S. jurisdictions considered over 100 bills intended to narrow the lingering pay gap. While only a handful of those proposals ultimately became law, this wave shows no signs of subsiding.
The Canadian Government recently announced two new initiatives to “strengthen Canada’s approach to responsible business conduct for Canadian companies doing business and operating abroad.”
The Australian Government has announced plans to release draft legislation proposing the introduction of a “modern slavery in supply chains” reporting requirement.
