The Michigan Court of Appeals has ruled that individuals who are state-approved medical marijuana users under the Michigan Medical Marihuana Act (MMMA) should remain eligible to receive unemployment benefits under the Michigan Employment Security Act. The appeals court based its decision in Braska v. Challenge Manufacturing Co. on the fact that the provision of unemployment benefits constitutes state action.
The US Department of Labor (DOL) will finalize a new regulation that will change the definition of spouse so it is based on the law of the state in which an employee entered into marriage, rather than the law of the state in which the employee resides.
A federal jury in Denver has awarded nearly $15 million to 11 warehouse workers who claimed their employer, Matheson Trucking, segregated workers by race and punished them when they complained. The lawsuit also accused white supervisors of using racial epithets and targeting black employees for downsizing.
Exercising reasonable care to prevent and promptly correct any sexual harassment makes it possible for an employer to establish an affirmative defense to claims that it is liable for a supervisor's harassment under the New Jersey Law Against Discrimination, the New Jersey Supreme Court held in Aguas v. State.
The jury in the highly publicized sexual harassment case, Marchuk v. Faruqi & Faruqi, has reached a verdict in favor of the plaintiff on her hostile work environment claim under the New York City Human Rights Law (NYCHRL).
The Equal Employment Opportunity Commission has released detailed information regarding private sector enforcement data statistics for fiscal year 2014. The statistics show that retaliation claims represented the highest percentage of the total amount of workplace discrimination charges received.
The California Supreme Court has handed a victory to employers in a case involving an employee's alleged misuse of medical leave. In Richey v. AutoNation, Inc., the Court found that an employee out on leave is not entitled to a greater right to reinstatement than other employees.
The District of Columbia has expanded its discrimination protections to protect employees from workplace bias based on reproductive health decisions and also to cover employees of religiously affiliated educational institutions from discrimination based on sexual orientation.
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.
XpertHR is designed to work consistently across a range of browsers, including Internet Explorer, Google Chrome, Mozilla Firefox, Opera and Safari. If you encounter any issues or problems with our site we would appreciate your feedback.