Newly Revised Optional-Use FMLA Forms and Request for Public Feedback

Today, the Wage and Hour Division of the U.S. Department of Labor (“WHD”) unveiled newly revised forms for employers and employees to use in connection with the administration and use of leave under the federal Family and Medical Leave Act (“FMLA”). The newly revised forms consist of:
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U.S. Supreme Court Protections for Homosexual and Transgender Employees Under Title VII of the Civil Rights Act of 1964

In a landmark decision yesterday, the U.S. Supreme Court solidified protections for homosexual and transgender employees under Title VII of the Civil Rights Act of 1964. The High Court held that an employer violates Title VII, which makes it unlawful to discriminate against an individ
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SCOTUS Imposes Steeper “But For” Standard on § 1981 Claimants

In a recent decision (Comcast Corp. v. Nat'l Ass'n of African Am.-Owned Media, No. 18-1171, 2020 WL 1325816, at *1 (U.S. Mar. 23, 2020)), the Supreme Court held that an employee who allege claims race discrimination under 42 U.S.C. § 1981 have the burden of proving their race was the
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The Latest from the Department of Labor

The Department of Labor issued new guidance on March 24, 2020 related to the Families First Coronavirus Response Act. Here are the highlights: April 1 effective date. Given the FFCRA’s statement that it would go into effect “not later than 15 days after enactment” most the world calcu
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How to Best Survive the Economic Fallout from COVID-19

This guide is intended to help our clients who are making tough decisions in light of the COVID-19 pandemic and the resulting economic fallout.  We hope these tips are helpful. Tip No. 1. Remember, this too shall pass.   No one knows how long this health crisis will last or how long i
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The Down and Dirty of the Families First Coronavirus Response Act

• The law will take effect on April 1, 2020 and expire on December 31, 2020. • It applies to employers with fewer than 500 workers. • Employees are eligible for paid leave and paid sick time relating to COVID-19 and its impact. • Pay is calculated using the employee’s regular rate of
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New York Law Requires Change in Employee Handbooks

The New York legislature recently enacted Section 203-e of New York’s Labor Law.  Under the new law, and consistent with New York City law, employers in New York State are now prohibited from discriminating against an employee on the basis of the employee’s reproductive health decisio
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The Department of Labor announced new rules today that better define what perks and benefits may be excluded from the regular rate of pay when calculating overtime.

The Department of Labor announced new rules today that better define what perks and benefits may be excluded from the regular rate of pay when calculating overtime. The DOL summarized what may be excluded from the regular rate as follows: the cost of providing certain parking benefits
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