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United States
Pierson Ferdinand
In a groundbreaking decision with far-reaching implications, the United States Supreme Court handed down its decision this week in Muldrow v City of St. Louis...
Buchanan Ingersoll & Rooney PC
On April 14, 2024, the Supreme Court upended almost thirty years of precedent when it, by its own admission, "lower[ed] the bar Title VII plaintiffs must meet" when alleging a discriminatory transfer.
Seyfarth Shaw LLP
In Balderas, the employee alleged that she was "not suing in her individual capacity" but "solely under the PAGA, on behalf of the State of California...
Sheppard Mullin Richter & Hampton
On April 23, 2024, the Federal Trade Commission (the "FTC") voted 3-2 to issue its final rule ("Final Rule") banning employers from imposing noncompete clauses on their workers...
Littler Mendelson
On April 23, 2024, the Federal Trade Commission (FTC) by a vote of 3-2 approved and issued its final rule that effectively bans employers' use of all non-compete agreements...
Winston & Strawn LLP
On April 17, 2024, the Supreme Court of the United States held that employees alleging they were subjected to discriminatory job transfers under Title VII need only show that they suffered some harm...
Littler Mendelson
On April 17, 2024, the Oregon Court of Appeals recognized a government employee's whistleblower claim under state law against a city that employed him under an intergovernmental agreement with another city.
Lewis Brisbois Bisgaard & Smith LLP
Recent years have seen multiple court rulings addressing whether certain allegedly discriminatory and retaliatory actions by employers that do not cause significant harm to the employee can nevertheless be the subject of a viable claim under Title VII of the Civil Rights Act of 1964 as amended.
Butler Snow LLP
On Wednesday, April 17, 2024, the United States Supreme Court provided an opening for workers to allege employment discrimination claims regarding job transfers...
Greenberg Traurig, LLP
In a unanimous 9-0 decision issued April 17, 2024, the U.S. Supreme Court held that an employee bringing a Title VII claim based on a job transfer must show that the transfer...
Wiley Rein
In a win for Wiley's client, the United States District Court for the Eastern District of New York, applying New York law, has held that a private company management and employment practices liability policy does not cover a lawsuit by the insured's former employee.
Mintz
In Muldrow v. City of St. Louis, Mo., the U.S. Supreme Court made it easier for employees who are involuntarily transferred to a lateral position to pursue discrimination claims, even when they retain...
Jones Day
The Court's decision in Muldrow v. St. Louis requires plaintiffs to prove "some injury" respecting employment terms or conditions in discrimination cases.
Mintz
The New York City Department of Consumer and Worker Protection (DCWP) officially debuted its new "Know Your Rights at Work" poster and Workers' Bill of Rights website.
Seyfarth Shaw LLP
On April 12, 2024, the United States Supreme Court ruled that an individual does not need to work directly in the transportation industry to be within the scope of the Federal Arbitration Act (FAA) exemption for transportation industry workers.
Goodwin Procter LLP
To prevail on a claim of unlawful employment discrimination, a plaintiff must establish that the employer took an "adverse employment action" because of the employee's protected class.
Littler Mendelson
On April 17, 2024, the Supreme Court decided that employees do not need to suffer "significant" harm to state a claim of discrimination under Title VII.
Kelley Drye & Warren LLP
If your company qualifies for the EPRC requirement, but has not yet applied for an EPRC, you should act now to meet compliance requirements.
Seyfarth Shaw LLP
The FTC announced today that it will be hosting a special virtual open meeting on April 23, 2024, at 2:00 p.m. Eastern to discuss its proposed final rule regarding non-competes.
Manatt, Phelps & Phillips LLP
In a new memorandum, the General Counsel of the National Labor Relations Board (NLRB) stated that restricting employees from holding outside or secondary employment is a violation of federal labor law.
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