Maggie Spell, a partner in the Labor & Employment Practice Group in the New Orleans office, authored the article “Pre- and Post-Shift Work Ignites Fire for Sprinkler Company,” published by HR Daily Advisor. Maggie analyzes a case decision made by the US Fifth Circuit Court of Appeals and explains the importance for employers to have clear policies for employees recording all time worked.
Archives for May 3, 2021
Jennifer Kogos and Maggie Spell, partners in the Labor & Employment Practice Group, presented at the HR Comply 2021 Virtual Conference hosted by HR Daily Advisor on April 28 and 29, 2021. The conference covered how to best face HR compliance issues during the COVID-19 pandemic and beyond.
Maggie Spell, a partner in the Labor & Employment Practice Group in the New Orleans office, authored the article “Pre- and Postshift Work Ignites Fire for Sprinkler Company,” published by HR Daily Advisor. Maggie analyzes a case decision made by the US Fifth Circuit Court of Appeals and explains the importance for employers to have clear policies for employees recording all time worked.
President Joseph Biden has fulfilled a promise to significantly increase the minimum wage for federal contractor workers working “on or in connection with” a covered federal contract. He has issued an executive order raising the minimum wage for these workers from $10.95 an hour to $15 an hour beginning 2022.
A federal district court judge has certified a nationwide class of people with mobility disabilities who allegedly had difficulty getting around the defendant’s stores due to aisle obstructions in violation of Title III of the Americans with Disabilities Act.
On April 28, 2021, the U.S. Department of Labor (DOL) announced that it will further delay, until December 31, 2021, the effective date of portions of the previous administration’s Tip Regulations Final Rule under the Fair Labor Standards Act (FLSA).
Justin Barnes discusses the likelihood of the federal minimum wage being increased to $15 and other prospective wage and hour changes from the Biden Administration in “Attys Mixed On Biden’s Wage Promises In Capitol Speech,” published by Law360.
Jenifer Bologna discusses litigation risks related to workplace policies that differentiate between vaccinated and unvaccinated employees in “3 Ways Favoring Vaccinated Workers Could Cost Employers,” published by Law360.
Craig Wiley discusses the broader implications of a new Indiana law prohibiting employers from mandating the use of implantable technology in “Another State Bans Employers Microchipping Workers,” published by SHRM.
Kathryn Russo discusses the drug testing implications of a New York bill legalizing marijuana and instating protections for workers who engage in recreational marijuana use outside of the workplace in “What Employers Need To Know About Legal Weed In NY,” published by Law360.
The COVID-19 pandemic has changed how and where employees are able to work, and some employers are allowing their employees to continue to work from home despite restrictions lifting. While many revel in this new approach, it does cause concerns for privacy and data security. Data breaches have been on the rise in part due to the rushed response to COVID-19, as employers were unable to properly train and equip their employees prior to mandated shutdowns. Data breaches can cause severe reputational harm, and more and more states have passed, or are actively contemplating, legislation that would impose fines and other consequences should a breach occur.
As a legal matter, the sexualized definition of harassment most commonly provided and publicized is over 20 years out of date.
A growing number of states are lifting business constraints as more Americans are vaccinated against COVID-19, leading people to shop, dine out and travel.
New York City’s road to recovery takes another significant milestone step on Monday when an estimated 80,000 municipal workers are scheduled to return to their offices for the first time in over a year after the COVID-19 pandemic shuttered most buildings last March.