Employers are relieved! One of the most talked-about provisions of the Macron ordinances has been confirmed as valid by the French Court of Cassation (Supreme Court). The cap on compensation for unfair dismissal, which was contested by several industrial tribunals, was confirmed as consistent with international texts ratified by France.
As we previously discussed here and here, courts are split regarding the extent to which obesity qualifies as a disability under the Americans with Disabilities Act (“ADA”). The Second, Sixth, Seventh and Eighth Circuit Courts of Appeal have held that obesity must be accompanied by an underlying physiological disorder for it to constitute a disability, whereas the First Circuit and some district courts have come to the opposite conclusion, particularly when the plaintiff presents expert testimony supporting the contention that obesity is a physical impairment, regardless of an underlying physiological condition. Continue Reading
Although industrial relations did not heavily feature in the Coalition’s election campaign, now that the dust has settled on its re-election the Government has announced a Review of industrial relations laws. The areas to be targeted include:
As we have reported previously (here, here, here and here), sweeping changes to employer obligations under the Equal Employment Opportunity Commission’s (EEOC) EEO-1 reporting requirements are under way. By September 30, 2019, employers must report 2017 and 2018 pay data for their workforce (referred to as “Component 2” data), broken down by race/ethnicity and sex. On July 15, 2019, the EEOC officially opened to employers the Component 2 EEO-1 online filing system. Per the EEOC, the file upload process will become available in August 2019. Continue Reading
Phoenix House Limited -v- Stockman has been kicking round the Employment Tribunal system ever since Ms Stockman was dismissed in 2013. It has something for all the family – discrimination, some victimisation, a touch of whistleblowing and a light dusting of trust and confidence. However, on its second trip to the Employment Appeal Tribunal at the start of this year, a new question was up for consideration – is it necessarily dismissible conduct to record covertly a meeting with your employer?
Stockman was not dismissed for that reason, but the question arose in connection with the calculation of her unfair dismissal compensation. If it were conduct warranting dismissal, should there be some greater deduction from that money to reflect the probability that if she had not been dismissed when she was, she would have been sacked when Phoenix House discovered what she was doing?
On July 1, 2019, the U.S. Department of Labor (“DOL”) Wage and Hour Division issued a trio of fact-specific opinion letters offering employers guidance on various pay practices, specifically relating to calculating overtime pay as part of nondiscretionary bonuses, exemptions for paralegals, and rounding practices for calculating hours worked. Continue Reading
I gave a talk last week on constructive knowledge of disability, i.e. the point where the employer didn’t actually know its employee was disabled, but is nonetheless held liable because on the facts it ought to have done.
Riding on the 2018 wave of workplace sexual harassment legislation, on June 19, 2019, the New York state assembly and senate voted to toughen the state’s anti-discrimination and anti-harassment law (S. 6577/A. 8421 and related amendment S. 6594/A. 8424). Governor Cuomo, a proponent of the bill, is expected to sign the bill into law. Continue Reading
On April 30, 2019, we reported that the California State Senate had taken steps toward enacting the CROWN Act (Creating a Respectful and Open Workplace for Natural Hair) to prohibit discrimination on the basis of “traits historically associated with one’s race, such as hair texture and protective hairstyles.” The bill passed the Assembly on June 27, 2019 and, on Wednesday, July 3, 2019, California Governor Gavin Newsom signed the bill into law, making California the first state to expressly include natural hairstyles in its anti-discrimination law. Continue Reading
Here is another question from our IR35 webinar the other week.