The Supreme Court issued a controversial decision which should prompt Employers to review their hiring practices and criteria. In the recent EEOC v. Abercrombie & Fitch case, the Supreme Court ruled that Abercrombie & Fitch discriminated against Samantha Elauf (“Elauf”) based on her religious practice of wearing a headscarf.
The Department of Labor has announced new rules expanding the definition of “spouse” under the Family Medical Leave Act (“FMLA”). Under the new rules, eligible employees may take FMLA leave to care for a same-sex spouse. The new rules become effective March 27, 2015.
The Seattle Office for Civil Rights recently released its proposed rules for Seattle’s $15 per hour minimum wage ordinance. These administrative rules attempt to clarify initial issues raised with the ordinance, such as when employees must be paid the City’s minimum wage when working in Seattle on an “occasional basis,” which employees are exempt from the City’s minimum wage, and when “service charges” for hospitality employees are considered part of the employee’s wage.
The City of Tacoma has now joined the paid leave party, started by San Francisco, Seattle and Portland. On January 27, 2015, the Tacoma City Council passed an ordinance regulating paid leave requirements. The law takes effect on February 1, 2016.
The U.S. Supreme Court recently found in favor of the employer of Amazon.com warehouse workers (Integrity Staffing Solutions, Inc.). The Court ruled that time spent waiting for and undergoing security screenings (estimated up to 25 minutes per day) was not compensable time under federal wage and hour laws. Thus, workers were not required to be paid for this pre- and post-shift time, despite their arguments to the contrary.
The National Labor Relations Board (3-2) issued its final rule regarding representation elections on December 12, 2014. The final rule takes effect April 14, 2015. Among other changes, the final rule requires employers to provide a list of eligible voters to the NLRB and the union within two days following the direction of an election. This list must include not only employees’ names and home addresses, but also their personal phone numbers and email addresses (if available).