The Supreme Court recently side-stepped its first chance to apply a pay discrimination law that Congress approved in reaction to a previous ruling. The decision shows how unpredictable the panel can be on employment law and why it is difficult to project how Sonia Sotomayor may change the court’s approach if she is confirmed.
Recent news of an antitrust probe into recruiting practices among tech firms is shining a spotlight on employee poaching in Silicon Valley. The federal investigation is explorING whether tech mainstays including Google, Apple and Yahoo have agreed not to actively recruit talent from one another.
The 850-page proposal is meant to serve as the foundation for the work that the House health, commerce and tax committees will do over the next several weeks to develop a final health care measure by the end of July. Hearings are slated to begin June 23.
The suit, filed in March, claims Snelling Staffing Services deprived former internal personnel of money earned because of rules for payment of commissions.
Employers are advised to consider state law obligations to accommodate disabled employees due to pregnancy. If the employer has an alternative or interim work program for injured or disabled employees, state law may require the employer look into whether an open position exists for the pregnant employee under that program.
The chairman of the Senate Judiciary Committee, Sen. Patrick Leahy, called the decision an ‘overreaching by a narrow majority’ that would hurt older employees.
In addition to pay disparities, the EEOC said one of the women was discriminated against based on her age and another was terminated in retaliation for making complaints of sexual harassment.
Employers in the state that misclassify employees as independent contractors will be liable for penalties of up to $5,000 per employee and up to $25,000 for subsequent violations under a bill signed into law by Gov. Bill Ritter.
In a decision hailed as a victory for employers, a federal appellate court ruled last week that only those who have been directly involved in protected activity under federal civil rights law, not others only associated with them, can file a retaliation claim.
The prospects for the bill in the Senate, where it died last year, are unclear. But if its momentum continues, it could set an example that influences private-sector employers.