Constangy, Brooks, Smith & Prophete, LLP • June 26, 2015
The following is a scatological post, so grab a stool, have a seat, and listen up! (Or get a magazine.)
Vedder Price • June 26, 2015
In response to the perception that the financial services industry lacks diversity in its workforce, the Dodd-Frank Wall Street Reform and Consumer Protection Act included section 342. This section requires each of the financial regulators to establish an office of minority and women inclusion (OMWI) and for that office to develop standards for assessing the diversity policies and practices of the entities regulated by each agency. To ease application, the agencies worked together to develop joint standards. The joint standards are intended to provide a framework for an entity to create and strengthen diversity policies and practices. The agencies include the Board of Governors of the Federal Reserve System, the Consumer Financial Protection Bureau, the Federal Deposit Insurance Corporation, the National Credit Union Administration, the Office of the Comptroller of the Currency, and the Securities and Exchange Commission.
Fredrikson & Byron, P.A. • June 25, 2015
We have all read, relied upon or at least considered online reviews … you know, the ratings, stars or “opinions” that represent a person’s experience with a product or service. Healthcare consumers frequently use these reviews to evaluate which hospital or clinic to use and which provider to see. Job applicants also use their sites in evaluating employment opportunities. Many times the online review process will actually help, not harm, health care employers. At other times, unfortunately, health care employers will be faced with negative online reviews.
Fisher & Phillips LLP • June 24, 2015
Alia Wynne’s article “6 Lactation Break Policy Considerations For Employers” was featured in Law 360 on June 22, 2015.
Littler Mendelson, P.C. • June 23, 2015
On June 12, 2015, Mexico amended the Federal Labor Law (“FLL”), adopting the increase in the legal working age that was enacted through a constitutional amendment in 2014. (Click here to read our discussion of the 2014 constitutional amendment). The FLL – the country’s employment law code – codifies the constitutional amendment that increased the legal working age from 14 to 15 years old and from 16 to 18 years old (where applicable).
Fisher & Phillips LLP • June 18, 2015
Employment Law360 recently reported U.S. Wage and Hour Division Administrator David Weil's announcement that he will soon release an Administrator Interpretation stating "a very clear set of criteria" delineating the agency's view of who is and is not a "legitimate independent contractor" under the federal Fair Labor Standards Act.
Littler Mendelson, P.C. • June 18, 2015
The Dodd-Frank Wall Street Reform and Consumer Protection Act of 20101 ("Dodd-Frank Act" or "Act") authorizes certain federal agencies to assess the "diversity policies and practices of the entities they regulate."2 On June 10, 2015, six federal agencies ("agencies") issued a joint policy statement establishing standards for assessing those policies and diversity practices.3 While the policy statement provides a useful framework for identifying important components of an effective diversity and inclusion effort aimed at expanding employment and contracting opportunities for women and minorities and evaluating such progress, the analysis involves a voluntary compliance scheme that does not require employers to implement these standards.
Summer often means more casual dress, office parties, a new crop of interns and vacation time. However, it is critical for an employer to have the proper workplace policies and procedures in place to effectively handle summer issues and avoid employment liability.
Franczek Radelet P.C • June 16, 2015
A recent article posted by the ABA Journal highlighted the increased prominence of defamation claims in lawsuits brought by employees against their current or former employers. (“Fired workers increasingly add defamation claims to their lawsuits,” by Debra Cassens Weiss, posted May 27, 2015). To reduce the risks associated with these claims, it is important for employers to have at least a basic understanding of the law of defamation so that they know what to avoid.
Fisher & Phillips LLP • June 15, 2015
Regulations interpreting the Violence against Women Reauthorization Act of 2013 (VAWA) become effective for higher education institutions on July 1, 2015. Generally speaking, these regulations contain new reporting, policy, and training requirements for colleges and universities. Here is a brief summary of some of the most important new provisions.