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.
A public health plan is expected to be included in the bill, but the details of such a plan, as well as the specifics around an employer pay-or-play mandate, remain a sticking point among the various constituents that have worked with legislators to hammer out legislation.
A San Francisco-area restaurant trade association intends to file a petition next week with the U.S. Supreme Court asking it to review a 2008 federal appeals court decision upholding the legality of San Francisco’s health care spending law.
Commentary: It now seems that the Employee Free Choice Act as it originally looked will no longer rear its ugly head above the Capitol dome. Unions and their allies, however, are far from done with the battle. And so the business community has little to celebrate—and much to fear.
Many Web surfers are keenly aware of the information available from states’ online databases, and when they discover that one of their co-workers is a registered sex offender, they take action. The tricky question for the employer is, what action should it take?