BELLO / WELSH LLP: WORK LAW BLOG
The information on this blog, and the materials published on this website generally, are provided by Bello Welsh for informational purposes only and should not be viewed as legal advice. This information is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. We strongly recommend that readers seek specific legal counsel before taking any actions that could have legal implications.
DOL Publishes Proposed Rule Requiring Submission of Compensation Data to OFCCP
On August 6, the Department of Labor announced a proposed rule that would require government contractors and subcontractors to submit an annual report on employee compensation to the Office of Federal Contract Compliance Programs. Under the terms of the proposed rule, which will be published on August 8 in the Federal Register, companies that file […]
New Executive Order Signed Requiring Federal Contractors to Disclose Employment and Labor Law Violations
By Martha J. Zackin On Thursday July 31, Obama signed a new Executive Order requiring contractors to disclose whether there has been any administrative merits determination, arbitral award or decision, or civil judgment rendered against the contractor within the preceding 3 years for violations of any of the following laws: the Fair Labor Standards Act; […]
EEOC Issues New Guidance on Treatment of Pregnant Employees
By Leigh C. Tinmouth The Equal Employment Opportunity Commission (“EEOC”) recently issued an enforcement guidance relating to the treatment of pregnant employees (the “Guidance”). The Guidance reaffirms the EEOC’s position that, although pregnancy itself is not a disability under the Americans with Disabilities Act (“ADA”), many temporary pregnancy-related impairments may qualify as disabilities. Temporary impairments […]
Inflexible Leave Policies – EEOC Position is Clear Despite Court’s Disagreement
On June 30, 2014, the Equal Employment Opportunity Commission touted its recent agreement with Princeton HealthCare System to settle litigation challenging PCHS’s “inflexible” leave of absence policy under the Americans with Disabilities Act. According to the press release published by the EEOC, PHCS maintained a fixed leave policy whereby employees were terminated if they were […]
NLRB Invalidates Overbroad “No Gossip” Policy
Over the past few years, the National Labor Relations Board has expanded its sphere of influence into the non-unionized workplace. In the guise of preserving workers’ rights under Section 7 of the National Labor Relations Act (which includes the broad right to engage in concerted activities for the purpose of collective bargaining or other mutual […]
EEOC Publishes New Guidance on Religious Garb and Grooming in the Workplace
By Leigh C. Tinmouth The EEOC recently published a question-and-answer guidance (“Guidance”) regarding religious garb and grooming in the workplace. The EEOC, through the Guidance, states that, in most instances, employers covered by Title VII must make exceptions to their usual rules or preferences to permit applicants and employees to follow their religious dress and […]