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15 Jul 2014, 7:12 am by Brian Hall
Among other issues, the EEOC’s guidance discusses its views on the following: The PDA covers not only current pregnancy, but discrimination based on past pregnancy and a woman’s potential to become pregnant; Lactation is a covered pregnancy-related medical condition; The circumstances under which employers may have to provide light duty for pregnant workers; Issues related to leave for pregnancy and for medical conditions related to pregnancy; The PDA’s prohibition… [read post]
15 Jul 2014, 6:49 am by HR Hero
The guidance sets out the PDA’s fundamental requirements that an employer may not discriminate against an employee on the basis of pregnancy, childbirth, or related medical conditions and that women affected by pregnancy, childbirth, or related medical conditions must be treated the same as other employees who are similar in their ability or inability to work. [read post]
15 Jul 2014, 4:19 am by Jon Hyman
The requirement that parental leave (which is distinct from medical leave associated with childbearing or recovering from childbirth) be provided to similarly situated men and women on the same terms. [read post]
14 Jul 2014, 4:45 pm by Wells Bennett
They touch on al-Bahlul’s preservation of key arguments on appeal, the proper reading of the MCA, the application of the Constitution’s federal ex post facto clause, and other issues. [read post]
14 Jul 2014, 1:32 pm by Charles (Chuck) Rubin
Similarly, a taxpayer under criminal investigation by IRS Criminal Investigation is also ineligible to use the streamlined procedures. [read post]
14 Jul 2014, 11:44 am by Thomas C. Pence
In part, the appellate court determined the employee could proceed because his complaint adequately alleged he was “treated less favorably than similarly situated employees of other races or national origins. [read post]
14 Jul 2014, 11:36 am by Ron Coleman
Similarly, when a mark is licensed or franchised, the licensor or franchisor is a single entity controlling quality. [read post]
14 Jul 2014, 8:57 am by Jeremy Telman
She sought to bring a state class-action claim alleging that she and others, similarly situated, were owed overtime wages. [read post]
12 Jul 2014, 3:07 pm by Stephen Bilkis
The Court aptly characterized the situation as one where the public employee is forced to select between the rock and the whirlpool. [read post]
12 Jul 2014, 4:27 am by SHG
Defendants should similarly be advised of the effects of their decisions to go to trial and thereby face a longer sentence if convicted. [read post]
10 Jul 2014, 4:00 am by K.O. Herston
Similarly, Tennessee statute prevents the intentional interception of such communication as well. [read post]
9 Jul 2014, 11:23 am
Specifically, the Fourth Circuit concluded that because the light-duty accommodations for certain employees were created by a “neutral, pregnancy-blind policy,” the plaintiff could not establish that similarly situated employees received more favorable treatment than she did. [read post]
9 Jul 2014, 6:28 am by Joy Waltemath
Nonetheless, it noted that her claim also failed under that method because she could not show similarly situated younger employees were treated better. [read post]
7 Jul 2014, 8:56 pm by Benjamin Wittes
Ultimately, if you’re not outraged by what Snowden did here, it’s because you’re applying a certain situational ethics. [read post]
7 Jul 2014, 2:28 pm
She also allegedly gave preferential treatment to a younger, unmarried female teacher who did not have children, as well as other similarly-situated employees. [read post]
6 Jul 2014, 6:28 pm by Joy Waltemath
Additionally, two different federal district courts in Kentucky earlier this year took apart Kentucky’s weapons-in-vehicles law to reach different results in separate cases of two employees who were disciplined in situations that involved guns in vehicles. [read post]
5 Jul 2014, 11:39 am by Kirk Jenkins
 There can be no equal protection violation where a statute doesn’t distinguish between similarly situated parties, counsel argued. [read post]