On Wednesday, March 18, 2020, by a vote of 90 to 8, the U.S. Senate passed H.R. 6201 – the coronavirus paid leave bill. The bill had bipartisan support and the support of both the U.S. Chamber of Commerce and the President. President Trump signed the bill into law shortly after passage.
The House originally
Employees who experience a “COBRA-qualifying event” and would otherwise lose group health coverage are entitled to elect to continue their group health coverage under federal law – COBRA. For those employers not covered by COBRA (who have fewer than 20 employees), Louisiana has a group health insurance continuation statute that also allows employees to continue
After midnight on March 14, 2020, the U.S. House of Representatives passed H.R. 6201, a 110 page, bipartisan coronavirus response bill. The House approved the bill on a 363-40 vote and has President Trump’s support. Included in the bill are comprehensive mandated paid leave provisions related to the coronavirus outbreak. The Senate is expected to
Responses to the coronavirus that directly impact employers are making their way through Congress. CBS and other news outlets are reporting on Congressional leaders’ negotiations regarding various measures that will directly impact employers. These measures include paid emergency sick leave and disaster unemployment assistance. See the attached link from CBS News regarding the Congressional response
Last week, the Equal Employment Opportunity Commission (“EEOC”) filed a lawsuit against United Airlines, Inc. and alleged that United violated Title VII of the Civil Rights Act of 1964 (which prohibits employment discrimination based on sex, including sexual harassment) by subjecting a female flight attendant to a hostile work environment.
According to the EEOC, a
On July 17, 2018, the Equal Employment Opportunity Commission (“EEOC”) announced that Estée Lauder Companies will pay $1,100,000 and provide other relief to settle a class sex discrimination lawsuit filed by the EEOC.
In 2017, the EEOC filed suit against Estée Lauder in federal court in Pennsylvania. The EEOC alleged that Estée Lauder discriminated against
It’s been a busy end of February. For employers, the past two weeks have included several notable decisions:
Dodd-Frank Does Not Protect In-House Whistleblowers
Last Wednesday, on February 21, 2018, the United States Supreme Court unanimously held that the anti-retaliation provision of the 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act (“Dodd-Frank”) does not
From New York to Hollywood and now New Orleans, well-publicized allegations of sexual harassment have dominated the news. Click here for a recent CNN article on a recent issue. Sexual harassment is unlawful and can lead to much bigger issues than bad press. Click here for information on sex-based discrimination from the U.S. Equal Employment
A Federal District Judge in Texas struck down an Obama administration Department of Labor Wage and Hour Division rule that would have nearly doubled the salary basis requirement for some exempt employees. Had the rule remained in place, for certain exempt employees, employers would have had to roughly double the exempt employees’ salaries to maintain
On Monday, a Fifth Circuit majority held that a class-action and collective action waiver was enforceable, regardless of whether or not the waiver was part of an arbitration agreement. This is good news for employers in the Fifth Circuit who do not want to have mandatory arbitration agreements with employees, but do want to have