In This Issue:
Message from the Chair; Social Media and the Workplace: 2013 and Beyond; Unpaid Internships: Training Ground or Legal Landmine?; Supreme Court’s Nassar Decision Sets Higher Causation Standard for a Variety of Claims; New Year, New Wage Rates: State and Local Minimum Wage Rates Continue to Eclipse the Federal Minimum Wage; OFCCP Update: Focus on Increased Employment Opportunities for Veterans and Individuals with Disabilities Comes with New Regulatory Requirements; In Sickness and In Health: What Employers Should Know About FMLA Leave Post-Windsor; Getting Your Employees Fit for the New Year: ACA Regulations for Employer Wellness Plans Go into Effect January 1, 2014; Recent Updates Regarding Background Checks in Hiring Decisions; ENDA and Beyond: Addressing Discrimination Against LGBT Employees in the Workplace; Big Brother in the Workplace; Review and Update of Immigration- Related Worksite Enforcement; Immigration Legislation Update; Retail Sector Employers Beware: Abercrombie & Fitch Rocked with Religious Discrimination Suits over “Look Policy”; Big Data: Should Employers Care?; and Fifth Circuit Hands Employers a Major Victory in D.R. Horton Decision
Excerpt from Message from the Chair -
We are pleased to provide you with our 2013/2014 Observer, which looks back at the developments in labor and employment law over the past year and forward to what employers can expect in 2014. The Observer has articles on a variety of topics, including...
Please see full issue below for more information.
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Topics: Affirmative Action, Background Checks, Big Data, Causation, D.R. Horton, Disability, Discrimination, DOL, ENDA, FMLA, Minimum Wage, OFCCP, Religious Discrimination, Same-Sex Marriage, SCOTUS, Social Media, Unpaid Interns, US v Windsor, UT Southwestern Medical v Nassar, Veterans, Vietnam Era Veterans’ Readjustment Assistance Act
Published In: Civil Rights Updates, Government Contracting Updates, Health Updates, Labor & Employment 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.
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