At issue is whether Colorado’s public accommodations law, which bars discrimination against LGBTQ people, compels a business to make wedding cakes for same-sex weddings.
While employers should take steps to avoid the flu, they must remain mindful of their obligations under federal, state, and local employment laws.
Dan Farrington argued Martinez v. American Airlines, Inc. before a panel of three judges on the United States Court of Appeals for the Seventh Circuit.
Farrington Law’s Managing Partner, Daniel E. Farrington, spoke at the CPAmerica International conference in D.C.
Farrington Law’s Managing Partner, Daniel E. Farrington, has been selected for inclusion in the 2018 edition of The Best Lawyers in America©.
The Seventh Circuit overruled its own precedent that held that federal civil rights law does not cover sexual orientation discrimination.
New OSHA Rule Requires Electronic Tracking of Workplace Injuries and Illnesses and Includes Public Posting of Data
A new OSHA rule requires that some workplace injury and illness information be submitted to OSHA electronically for posting on OSHA’s website.
A Maryland employer with compliant policies and records may choose to deduct the value of a negative leave balance from an employee’s final paycheck under certain circumstances.
Although the EEOC’s publication focused on employees’ rights under the Americans with Disabilities Act, employers who have employees suffering from mental health conditions should be aware of their potential obligations under other federal laws as well, including the Family and Medical Leave Act (“FMLA”) and the Genetic Information Nondiscrimination Act (“GINA”).
The guidance notes that the FTC and DOJ plan to specifically target no-poaching and wage-fixing agreements as “per-se illegal.” Thus, agreements between competitors to not hire away each other’s employees (no-poaching) or to limit the compensation of a certain workgroup to avoid escalating wages (wage-fixing) are illegal…