Last month, a court ordered an employer to pay a terminated employee a little over $1.8 million in damages for failing to accommodate the employee’s use of prescription opioids, and for terminating her for a positive drug test result.
On July 17, 2017, the Massachusetts Supreme Judicial Court unanimously held that an employee may pursue a disability discrimination claim under state law against her former employer for failing to accommodate the employee’s use of medical marijuana.
A court's recent certification of a class of applicants in an FCRA action serves as a reminder of the importance of vigilance with regard to FCRA compliance.
On July 12, 2017, the U.S. House Committee on Education and the Workforce held a hearing concerning the need for legislation to redefine the joint employer standard.
Japan recently amended its omnibus data protection law, the Personal Information Protection Act to add new compliance requirements that will have an immediate impact on many U.S. multinational employers with employees in Japan.
A federal court in Wisconsin recently held that an employer potentially violated the FCRA when it provided the employee with fewer days to dispute information contained in the report than the number of days provided in the adverse action notice.
The Rhode Island Superior Court recently ruled an employer is prohibited from refusing to hire an applicant because she would potentially fail a pre-employment drug test due to her use of medical marijuana.
