In This Issue:
- U.S. Supreme Court Issues Two Important Decisions Under Title VII
- Supreme Court Holds Lone Plaintiff’s FLSA Collective Action Is Moot When Claims Are Resolved Before Certification
- Supreme Court Allows Class Arbitration Despite No Express Agreement
- Second Circuit Adopts EEOC Negligence Standard Regarding Non-Employee Harassment
- Eleventh Circuit Finds That Undocumented Workers Can Pursue FLSA Claims
- NYC Human Rights Law Extended to Prohibit Discrimination Against the Unemployed
- California Appeals Court Rules That Oral Disclosure Can Constitute an Invasion of Privacy
- Employers Must Use Revised Employment Eligibility Verification Form I-9
- Senate Passes Comprehensive Immigration Reform Bill
- Excerpt from - California Appeals Court Rules That Oral Disclosure Can Constitute an Invasion of Privacy:
On March 18, 2013, a California Court of Appeals reversed the trial court’s dismissal of a violation of privacy suit in Ignat v. Yum! Brands, Inc., 214 Cal. App. 4th 808 (2013), and held that an individual’s right to privacy can be violated by oral, as well as written, communications.
Please see full Memorandum below for more information.
Firefox recommends the PDF Plugin for Mac OS X for viewing PDF documents in your browser.
We can also show you Legal Updates using the Google Viewer; however, you will need to be logged into Google Docs to view them.
Please choose one of the above to proceed!
LOADING PDF: If there are any problems, click here to download the file.
Topics: Class Action, Class Arbitration, Class Certification, Collective Actions, Discrimination, EEOC, FLSA, Harassment, Human Rights, I-9, Immigration Reform, Negligence, SCOTUS, Supervisors, Title VII, Undocumented Immigrants, Unemployment Discrimination, UT Southwestern Medical v Nassar, Vance v. Ball State University
Published In: Civil Procedure Updates, Civil Rights Updates, Immigration Updates, Labor & Employment Updates, Privacy Updates
DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.
© Skadden, Arps, Slate, Meagher & Flom LLP | Attorney Advertising