Employers struggle with the challenges of social media platforms that allow employees to post information, complaints, and even disclose confidential company information on an anonymous basis. Often, the information is false or misleading – but employers usually find little recourse, as we’ve discussed in a previous post, Employee Warning – GlassDoor Posts May Not Always Be Anonymous (in which we discuss the rare case where the employer triumphs). This week, CNN Money reported on another new app, “Blind,” for employees to make these anonymous postings. Continue Reading Another Anonymous Employee Posting App? Watch Out!
Just before the holidays, Attorney General Jeff Sessions announced that the Department of Justice was rescinding 25 documents that the agency considered to be unnecessary, inconsistent with existing law, or otherwise improper. The DOJ’s press release, which includes quotes from Sessions regarding his decision to withdraw the guidance can be accessed here. Of note, he categorized the process agencies have been adopting in the digital age (especially under the Obama Administration) of publishing a letter or posting a webpage to signify a change in agency guidance to be an “abuse” of the regulatory process, as prescribed by Congress. Continue Reading The ADA Under Attorney General Sessions
I was flabbergasted by a recent case in which an intern sued a nursing and rehabilitation center because she was unhappy with her internship! That’s right, she was so displeased with what she did in her internship that she brought a federal case! Continue Reading Not Liking Your Internship ≠ Compensable Work
The consensus amongst employers in the recent past has been that, because federal law categorizes marijuana as an illegal substance, employers could take adverse action against individuals who tested positive for marijuana (refusing to hire, disciplining or terminating). In that same vein, because marijuana was illegal under federal law, the thought was that an employer had no obligation to provide accommodations to workplace policies, such as drug testing policies, to individuals who tested positive because of medical marijuana use. (Except in Nevada, because it is the only U.S. jurisdiction whose statute requires accommodations for medical marijuana users). However, a recent case, Barbuto v. Advantage Sales & Mktg., LLC, has seemingly caused the traditional line of thinking to go up in smoke. Continue Reading Do Employers Have to Provide Accommodations for Medical Marijuana Use?
OSHA initially launched the “Heat Illness Prevention” campaign in 2011 to help educate employers and employees on the dangers that may arise when working in hot environments. This year, OSHA re-emphasized its plan of action and published a “Quick Card,” which outlines several ways for employers to maintain the safety of their employees. Heat illness can take many forms including heat stroke, heat exhaustion, heat cramps, and heat rash. Continue Reading OSHA’s Guidelines for Employees Working during the “Dog Days of Summer”
As I discussed in a blog last month, the Trump Administration rescinded joint Department of Justice (DOJ) and Department of Education (DOE) guidance (a “Dear Colleague” letter) that had been issued under the Obama Administration on how the agencies interpret Title IX (the non-discrimination law that applies to schools and students) in the context of bathroom use by transgender students. The guidance had stated that transgender students should be allowed to use the gender-specific bathroom consistent with their stated gender identity. The rescission of this guidance occurred just weeks before the Supreme Court of the United States was scheduled to hear oral arguments in the Gloucester County School Board v. G.G. (Gavin Grimm) case this month. Continue Reading Supreme Court Kicks Transgender Case Back – What Does This Mean for Employers?
Yesterday, February 22, 2017, the Trump Administration rescinded Department of Justice (DOJ) and Department of Education (DOE) guidance that had been issued to schools on May 13, 2016 in the form of a “Dear Colleague” letter. The letter stated that it was the DOJ’s and DOE’s interpretation of Title IX (the federal law prohibiting sex discrimination in education) that schools must allow transgender students to use the gender-specific bathroom with which they identify and that schools could not force students to use bathrooms based on their biological sex. The DOJ and DOE stated that schools that did not follow the guidance could risk losing federal funding. Continue Reading Trump Administration Rescinds Transgender Student Guidance – What Does This Mean for Employers?
Last week, a federal district court in Nevada extended Title VII protections to a transgender employee with respect to bathroom usage by holding that discrimination “because of sex” under Title VII includes discrimination based on a person’s gender.
The Plaintiff (Roberts) is a transgender police officer with the Clark County School District (the Department) who identifies as a male officer. In 2011, Roberts began dressing for work like a man, grooming like a man, and identifying himself as a man. He also started using the men’s bathroom at work. Co-workers in turn complained that a woman was using the men’s bathroom. A meeting was called with Roberts, and his supervisors told him that he could not use the men’s restrooms and that he should only use the gender-neutral restrooms to “avoid any future complaints.” When Roberts complained about the bathroom ban, he was informed that he would not be allowed to use the men’s restroom until he could provide official documentation of a name and sex change. Continue Reading Nevada Federal Court Finds that Prohibitions on Transgender Employee’s Bathroom Usage is Discrimination Because of Sex under Title VII
On Tuesday (June 14, 2016) of this week, the White House Council on Women and Girls together with the Department of State, Department of Labor, the Aspen Institute, and Civic Nation held the Summit on the United State of Women. On that same day, the Office of Federal Contract Compliance Programs (OFCCP) announced a Final Rule updating the OFCCP’s sex discrimination guidelines. According to the OFCCP’s Fact Sheet, the revisions were to bring the guidelines, which are from what the OFCCP called the “Mad Men” era (1970’s), up to date.
The OFCCP published a Notice of Proposed Rulemaking on January 30, 2015 and received 553 comments on the proposed rule. The Final Rule will take effect on August 15, 2016. Continue Reading OFCCP Issues Final Rule Updating Sex Discrimination Guidelines
This week, the EEOC issued a Fact Sheet regarding Bathroom Access Rights for Transgender Employees under Title VII of the Civil Rights Act of 1964, which the EEOC has stated prohibits discrimination on the basis of gender identity. Title VII applies to all federal, state, and local government agencies in their capacity as employers, and to all private employers with 15 or more employees.
In siding with other federal government agencies that have released similar guidance (OSHA, the Office of Personnel Management, and the Department of Education), the EEOC stated that an employer should allow an employee to use the bathroom that corresponds with the employee’s gender identity. Continue Reading The EEOC’s Fact Sheet on Transgender Access to Bathrooms