Last month, a court ordered an employer to pay a terminated employee a little over $1.8 million in damages for failing to accommodate the employee’s use of prescription opioids, and for terminating her for a positive drug test result.
On July 17, 2017, the Massachusetts Supreme Judicial Court unanimously held that an employee may pursue a disability discrimination claim under state law against her former employer for failing to accommodate the employee’s use of medical marijuana.
The Rhode Island Superior Court recently ruled an employer is prohibited from refusing to hire an applicant because she would potentially fail a pre-employment drug test due to her use of medical marijuana.
The West Virginia Legislature recently passed two bills that dramatically change the landscape of West Virginia’s laws on medical marijuana use and employee drug testing.
New Mexico recently became the 48th state to enact a data breach notification law, while Virginia took the lead in expanding its law to address the recent explosion of W-2 phishing scams, and Tennessee once again amended its breach notification statute.
HR and payroll professionals nationwide have been, and will continue to be, targeted with e-mails apparently sent by a senior executive but actually sent by scammers who ask for a prompt reply with the 2016 W-2s for all of the organization’s employees.
Two recent EEOC lawsuits alleging disability discrimination underscore the importance of engaging in an interactive process with job applicants and employees and providing reasonable accommodations to those taking prescription drugs for medical conditions
A recent NLRB decision provides employers with useful guidance on both drafting provisions commonly seen in social media policies, and enforcing the policy in response to employees’ social media posts.
