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Search OptionsLabor and EmploymentIllinois' IDHR Publishes Long-Awaited Sexual Harassment Training Program
Through amendments to the Illinois Human Rights Act ("IHRA"), Illinois has mandated since January 1, 2020, that Illinois employers provide annual sexual harassment prevention training that meets or exceeds the Illinois Department of Human Rights (“IDHR”) model training program. The IDHR has now… U.S. Supreme Court Extends Reach of “Ministerial Exception” for Religious Organizations
On Wednesday, July 8, 2020, the United States Supreme Court released its opinion in Our Lady of Guadalupe School v. Morrissey-Berru, (“OLG”), which may affect employers that are churches or other religious organizations. In its 7-2 decision, the Court held that the ministerial exception prohibited… Recent Seventh Circuit Title VII Sex Discrimination Case Offers Reminders for Employers About the Need for Consistency in Employment Practices and Decisions
Litigation rarely goes to trial and employment law is no exception. However, a recent opinion from the Seventh Circuit Court of Appeals in Joll v. Valparaiso Community Schools held that a plaintiff’s sex discrimination case, brought under Title VII of the Civil Rights Act of 1964 (“Title VII”)… How Much Can Employers Control Employees' Summer Travel During COVID-19? A lot.
As the country begins to reopen and employees begin taking summer vacations, employers are receiving more questions and having to make more decisions about how to handle employee travel and return to work issues due to COVID-19. Can employers require employees to notify them of their travel plans,… U.S. Supreme Court Issues Ruling on Title VII Protections for Sexual Orientation and Transgender Status
On Monday, June 15, 2020, the Supreme Court of the United States issued a landmark decision, Bostock v. Clayton County. In this 6-3 opinion, the Supreme Court held that the protections under Title VII of the 1964 Civil Rights Act (Title VII) extend to sexual orientation and transgender status.1… Returning to the Workplace: Addressing Requests to Work from Home and Refusals to Return to Work
As government restrictions and stay-at-home orders related to COVID-19 are gradually eased throughout the United States, employers are confronted with how to bring employees back into the workplace. If employees were working remotely during this time, they may request to continue doing so. On the… OSHA's Revised Enforcement Guidance When a Work-Relatedness Determination is Required
The Department of Labor (DOL) is continuously updating its guidance for handling COVID-19. One of the most recent updates came from the DOL’s Occupational Safety and Health Administration (OSHA), which recently revised its enforcement policies for COVID-19.1 We detailed the former guidance in a… Getting Back on Track: How Indiana Businesses can Create the Plan Required by Governor Holcomb's Executive Order 20-26 to Keep Employees and Patrons Safe by the May 11, 2020 Deadline
As Indiana businesses work to reopen and return employees to the workplace, it is critical to understand the obligations under Governor Holcomb’s Executive Order 20-26 and its “Roadmap to Reopen” issued on Friday, May 1, 2020. Executive Order 20-26 establishes criteria for the initial stages of… Workplace Safety and COVID-19: OSHA's Interim Enforcement Guidance and What It Means for Employers
The Occupational Safety and Health Administration (OSHA) of the U.S. Department of Labor (DOL) works to enforce the federal Occupational Safety and Health Act of 1970 (OSH Act). Congress enacted the OSH Act to ensure employers provide safe and healthful working conditions for employees. OSHA is… Practically Speaking: A Series of Practical Tips for Employers in Navigating COVID-19
Part 1: Key Terms Related to a Business Slowdown or Closure No matter the line of business, every employer has been impacted by the Coronavirus of 2019 (COVID-19). To help employers navigate these rocky waters, the Labor and Employment team at Krieg DeVault LLP has developed a series of short… Developing Leave Policies to Keep Up with the FFCRA
Many employers that did not previously have a sick time policy or a Family and Medical Leave Act (FMLA) policy are now having to address employee questions and concerns, and also ensure compliance with the Families First Coronavirus Response Act (FFCRA). To properly comply with the FFCRA, employers… Understanding when a “Qualifying Need” for Paid Leave arises under the Families First Coronavirus Response Act
The Families First Coronavirus Response Act (FFCRA) contains two provisions entitling eligible employees to paid leave: (1) the Emergency Paid Sick Leave Act (EPSLA) and (2) the Emergency Family and Medical Leave Expansion Act (EFMLEA). Under both provisions, an eligible employee may only receive… |
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