Thursday, August 27, 2015

D.C. Court of Appeals Upholds Federal Overtime Pay Requirement for Home Care Workers Employed by Third Parties

Third party employers of home companionship or care workers may soon be required to pay those workers overtime pay under the federal Fair Labor Standards Act (FLSA). Last week, the United States Court of Appeals for the District of Columbia Circuit issued a ruling upholding the U.S. Department of Labor’s (“DOL”) Final Rule on the Application of the Fair Labor Standards Act to Domestic Service (the “Final Rule”). As a result, domestic service workers employed by third parties may soon be subject to FLSA overtime pay requirements.

Thursday, August 20, 2015

Today’s College Students, Tomorrow’s Workforce: What Does the Future Hold for Employers?

Like most law firms, we interview current law students in the fall to identify those we will invite to work with us the following summer. Those who join us are “summer associates,” and we have just bid adieu to a terrific group from this summer. Summer associates who accept offers from the firm for attorney positions will rejoin us after they complete their last year of law school and take that little test called the bar exam.

Wednesday, August 12, 2015

President Obama Considering Executive Order Requiring Paid Sick Leave

Continuing his “pen and phone” approach to effecting change, The New York Times announced last week that President Obama is considering using his executive authority to mandate paid sick days for federal government contractors and subcontractors.

Wednesday, August 5, 2015

EEOC Continues Strategic Enforcement Focus on LGBT Rights

The EEOC’s current strategic plan includes, as an enforcement priority, a focus on the employment rights of lesbian, gay, bisexual and transgender (“LGBT”) individuals. On the heels of prior EEOC rulings and lawsuits aimed at expanding LGBT workplace protections, the EEOC recently issued a lengthy opinion on July 16, 2015, in which it concluded that Title VII prohibits sexual orientation discrimination. While the decision involved a federal government employer, the ruling has practical implications for private employers that are required to comply with Title VII. The decision is significant because, while same-sex marriage is now legal following a recent U.S. Supreme Court decision, there is no federal law that expressly prohibits discrimination on basis of sexual orientation in other contexts such as employment, housing, or lending.