Effective July 1, 2018, the "Healthy and Safe Families and Workplaces Act" law will require employers with 18 or more employees to provide employees up to three days of paid sick and safe leave per calendar year.
The EEOC has told employers not to report their employees' pay data when filing their 2017 EEO-1 report. However, employers should continue to report the same data about the ethnicity, race and sex of workers by job category as they filed in previous years.
The 11th Circuit Court of Appeals upheld a $161,000 jury award to an Alabama narcotics officer whose employer refused to accommodate her need to pump breast milk following her maternity leave. The jury had found the employer illegally retaliated against the officer under both the Family and Medical Leave Act (FMLA) and the Pregnancy Discrimination Act (PDA).
The White House plans to nominate Cheryl Stanton to be Administrator of the US Department of Labor's Wage and Hour Division. Currently executive director of the South Carolina Department of Employment and Workforce, Stanton also has worked as a labor and employment attorney in both the public and private sectors.
A federal court has found EEOC rules allowing employers to increase healthcare insurance premiums of employees who do not participate in wellness programs to be arbitrary, and sent them back to the agency for reconsideration.
In a first-of-its-kind ruling, a federal district court has held that the federal marijuana ban does not preempt a Connecticut law protecting job applicants and employees from being discriminated against based on their lawful medical marijuana use.
A US Equal Employment Opportunity Commission investigation uncovered reasonable cause to believe that female and African-American employees at two Ford plants in the Chicago area had been subjected to sexual and racial harassment, and that the company retaliated against employees who complained about it.
UPS has agreed to pay $2 million to settle an Equal Employment Opportunity Commission nationwide disability discrimination lawsuit alleging the company's inflexible leave policy violated the Americans with Disabilities Act.
Food service, hospitality and retail industry employers operating in Oregon with at least 500 employees will soon be required to comply with a comprehensive new law that regulates how they are to schedule employees' work hours.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.