Court rejected employee’s claims that permitting employees to speak only Japanese in business meetings, where individuals who do not speak Japanese are present and are without an interpreter, constitutes unlawful discrimination based on race/ethnicity.
On March 11, 2024, the U.S. District Court for the Northern District of Illinois held that ERISA preempts Section 42 of the Illinois Day and Temporary Labor Services Act.
On February 26, 2024, the Colorado Department of Labor and Employment, Division of Labor Standards and Statistics adopted final rules for the Protections for Public Workers Act (PROPWA).
Taking a “commonsense” approach, the U.S. Court of Appeals for the Eleventh Circuit held that volunteers’ mere receipt of certain “perks” does not convert them to employees under the FLSA.
Employers with jobs located in the unincorporated areas of the County of Los Angeles will soon need to navigate another layer of burdensome regulations based on the County’s new fair chance hiring ordinance.
A Texas federal district court judge has decided that the Minority Business Development Agency’s policies that provide financial assistance to minority-owned businesses are unconstitutional.
On March 4, 2024, a unanimous three-judge panel not only upheld and continued the preliminary injunction against Florida’s “Stop WOKE” law, but also went further, determining it is unconstitutional.
On March 8, 2024, the U.S. District Court for the Eastern District of Texas struck down regulations promulgated by the National Labor Relations Board defining joint employment under the National Labor Relations Act.
The NJ Domestic Workers’ Bill of Rights, one of three laws signed in early January relating to protecting immigrants and part of the Murphy administration’s larger effort to build a more inclusive state for all citizens, will take effect in July 2024.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
