BY: Elizabeth Bolduc, Esq.
Established in 1935, the National Labor Relations Board (NLRB) is an independent federal agency that protects employees, employers, and unions from unfair labor practices and protects the right of most private-sector employees to join together, with or without a union, to improve wages, benefits and working conditions.
On April 10, the Equal Employment Opportunity Commission (EEOC) released Fiscal Year 2019 Enforcement and Litigation Date. Below are the top 10 charges for 2018.
Retaliation: 39,469 (51.6 percent of all charges filed)
Sex: 24,655 (32.3 percent)
Disability: 24,605 (32.2 percent)
Race: 24,600 (32.2 percent)
Age: 16,911 (22.1 percent)
National Origin: 7,106 (9.3 percent)
Color: 3,166 (4.1 percent)
Religion: 2,859 (3.7 percent)
Equal Pay Act: 1,066 (1.4 percent)
Genetic Information: 220 (.
The U.S. Supreme Court ruled in a unanimous decision on June 3, 2019, that federal courts may be able to hear discrimination claims under Title VII of the Civil Rights Act even if workers don’t bring them to the U.S. Equal Employment Opportunity Commission (EEOC) or an equivalent state agency.
In Fort Bend County V. Davis, Lois Davis filed a charge with the EEOC against her employer, Fort Bend County, for sexual harassment and retaliation.
One year passed since the U. S. Supreme Court ruled in Epic Systems Corp. v. Lewis that arbitration agreements which provide for individualized proceedings are enforceable and do not violate either the Federal Arbitration Act (“FAA”) or the National Labor Relations Act (“NLRA”). Since Epic, the legality of class waivers has still been a hot-button issue with multiple arbitration cases on the Supreme Court’s docket. Recently, in Lamps Plus v.Read more
On February 25, 2019, the United States Supreme Court remanded a case captioned Yovino v. Rizo to the Ninth Circuit Court of Appeals. In Yovino, the Ninth Circuit held that a company’s utilization of a female employee’s prior salary as a factor in paying her less than a male counterpart violated the Equal Pay Act.Read more
The U.S. Department of Labor (DOL) issued its highly anticipated overtime rule, raising the minimum salary threshold required for workers to qualify for the Fair Labor Standard Act’s (FLSA) white-collar exemptions to $35,308 per year. The rule will boost the standard salary level from $455 to $679 per week.
The FLSA requires employers to pay employees overtime pay for hours worked over 40 in a workweek.