In a very fact-specific opinion that will likely prove challenging to apply to future fact patterns, the EEOC argued and a 3-judge panel of the Seventh Circuit held that employers may, at least in some circumstances, be required to reasonably accommodate a disabled worker’s commuting needs. The decision is titled EEOC v. Charter Communications LLC. […]
During the Covid-era, USCIS was permitting — for the safety of human resources professionals and all individuals involved — I-9’s to be done remotely. That remote process expired with all employers being required to go back and inspect originals of all previously remotely-inspected documents by August 30, 2023. However, the process proved itself so effective […]
In a case entitled Hamilton v. Dallas County, the Fifth Circuit eliminated the “ultimate employment decision” requirement in Title VII discrimination cases. The case is significant because the requirement for an employer to have taken an actual adverse employment action, in other words to have made some some “ultimate employment decision” that affected the plaintiff’s […]
Labor advocates have long sought a national card check rule that would require employers to review union-support cards and, if signed by a majority of workers, recognize the union without need for a secret ballot election supervised by the NLRB. This practice has been opposed by those who view it as undermine individuals’ right to […]
Honored to be selected for inclusion in the 2024 edition of The Best Lawyers in America®, Employment Law – Management!
