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Halloween in the workplace? Bah! Humbug!

Constangy, Brooks & Smith, LLP • October 24, 2014
When it comes to Halloween in the workplace, just call me Scrooge.

LGBT charges are rolling in, EEOC Commissioner says

Constangy, Brooks & Smith, LLP • October 24, 2014
Chai Feldblum, a Commissioner of the U.S. Equal Employment Opportunity Commission, recently presented an update on the EEOC’s handling of charges alleging sexual orientation and gender identity discrimination.

DOL Delays Enforcement Of Companionship Exemption Rule, But Private Lawsuits Against Employers Can Carry On

Constangy, Brooks & Smith, LLP • October 24, 2014
On October 9, the Wage and Hour Division of the U.S. Department of Labor announced that it would delay enforcement of the 2013 Final Rule regarding the companionship exemption to the minimum wage and overtime requirements of the Fair Labor Standards Act. Enforcement was originally to begin on the effective date of January 1, 2015, but the DOL now says it will not take enforcement action until after June 30, 2015.

Ebola Update: CDC to Implement Post-Travel Monitoring Program

Ogletree Deakins • October 24, 2014
On October 22, the Centers for Disease Control and Prevention (CDC) issued a press release indicating that, effective Monday, October 27, a new program will be in place through which federal and state health authorities will monitor— for a period of 21 days—all travelers returning from the West African countries affected by Ebola. This active post-arrival monitoring program “is an approach in which state and local health officials maintain daily contact with all travelers from the three affected countries for the entire 21 days following their last possible date of exposure to Ebola virus.” The CDC will provide travelers whose travel originates in Liberia, Sierra Leone, or Guinea with a kit upon arrival to the United States that contains a thermometer, education materials, a symptom log, and health authority contact information.

Proponents of Florida's Medical Marijuana Amendment Have High Hopes But Will Its Passing Affect Your Workplace Policies?

FordHarrison LLP • October 24, 2014
Executive Summary: If voters approve the ballot initiative "Use of Marijuana for Certain Medical Conditions" ("Amendment 2") this November, Florida will become the 24th state plus Washington D.C. to legalize medical marijuana.[1] Amendment 2 would amend the Florida Constitution to allow the medical use of marijuana for individuals with certain debilitating conditions as determined by a physician. The proposed amendment gives little insight into its potential effect on employer policies, and, if approved, the implementing regulations will not be available until July of 2015. However, with more and more states legalizing some form of medical marijuana, employers should be proactive in assessing their workplace policies and drug testing programs for compliance, especially when operating in more than one jurisdiction.
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