On April 17, 2024, the Supreme Court decided that employees do not need to suffer “significant” harm to state a claim of discrimination under Title VII.
On April 12, 2024, the U.S. Supreme Court addressed whether the Federal Arbitration Act’s (FAA) transportation exemption—meaning the FAA would not apply—only relates to workers within the transportation industry.
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.
The D.C. Circuit sent an unfair labor practice case back to the NLRB because the agency failed to consider the contract-based defenses of an employer accused of violating Section 8(a)(5) of the National Labor Relations Act.
On March 1, 2024, the U.S. Court of Appeals for the D.C. Circuit clarified the rules that apply when employers distribute information and observe employees during union campaigns.
When nonexempt employees use their personal vehicles to provide delivery services, how much must their employer reimburse them to ensure that the employees are paid at least the minimum wage required by the Fair Labor Standards Act (FLSA)?
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.
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.
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.
On February 9, 2024, the U.S. Court of Appeals for the D.C. Circuit issued a decision affirming the district court’s decision to vacate an arbitration award for the employer in a pension fund withdrawal liability case.
