Big news for employers: The Supreme Court just made it easier to defend against Fair Labor Standards Act exemption claims by employees.
In E.M.D. Sales v. Carrera, the Court unanimously ruled that employers only need to meet the preponderance of the evidence standard—not the heightened clear-and-convincing standard—when proving that an employee is exempt from
Mastercard has agreed to pay $26 million to settle allegations that it systematically underpaid thousands of female, Black, and Hispanic employees. The settlement resolves claims that the company underpaid 7,500 female, Black, and Hispanic workers compared to their male and white counterparts for performing the same or similar work.
As this case illustrates, allegations of
JP Morgan is making waves with its decision to bring employees back to the office five days a week starting in March. But what’s making even more waves is its reported crackdown on employee communication about this decision on the company intranet.
Let’s talk about why that’s problematic from both a legal and practical standpoint:
What happens when an employer ignores the definition of “disability” under the ADA? A lawsuit—and a lesson in what not to do. A recent 6th Circuit decision highlights how important it is to get the definition right—and why denying a reasonable accommodation like a job transfer can land you in legal trouble.
In Simon v.
“What do think about going to see an Arsenal match for Christmas?” That question—which my wife posed to me over a glass of wine a couple of months ago—birthed our 2024 Christmas holiday.
I work so that I can afford to travel. It’s what feeds and restores my soul. The world is so vast and
According to Rolling Stone magazine, the “R-word” is making a comeback as part of a hard-right online trend using it to slander those who do not agree with their politics.
The resurgence of the “R-word” as a slur is more than offensive—it’s harmful. It perpetuates stigma, dehumanization, and exclusion, particularly for individuals with intellectual
“If she returns…” That statement is among the allegations that Chloe Koprucki makes against her former employer, Broadridge Financial Solutions, in a just-filed sex discrimination and FMLA lawsuit. In sum, Koprucki claims that the company “mommy tracked” her after her return from maternity leave.
The “mommy track” refers to the unspoken career path many working
“We can’t hire you. You’ll be absent too much due to your monthly cycle.” That’s the text Rahdia Green received from a hiring manager at a gym owned by Equinox Holdings after she requested to reschedule a second-round interview for a front desk job.
Green, who suffers from endometriosis, asked to delay the interview by
It’s not easy to stand firm in today’s polarized world, but Costco just showed everyone how it’s done.
Recently, Costco’s board rejected a shareholder proposal aimed at rolling back its DEI (diversity, equity, and inclusion) initiatives. Instead, the company doubled down on its commitment to making its workplaces inclusive and equitable.
In a statement, the
In what has become an annual tradition for my final post of the year, I bring you the holiday classic, ‘Twas the Employment Law Night Before Christmas … tweaked for 2024.
To all of my readers, connections, and followers, new and legacy, thank you all for reading, commenting, and sharing throughout the year. Please have
