Employment & Benefits, Mayer Brown LLP updates


Contributed by Mayer Brown LLP
Second Circuit holds that sexual orientation discrimination is sex discrimination under Title VII
  • USA
  • June 06 2018

The US Court of Appeals for the Second Circuit recently reversed its prior precedent and held that Title VII's prohibition on sex discrimination includes a prohibition on sexual orientation discrimination. For years, states and municipalities have been adding laws prohibiting discrimination based on sexual orientation. However, whether Title VII prohibits discrimination based on sexual orientation under federal sex discrimination prohibitions has been actively debated in both courts and administrative agencies.

Transgender and gender transitioning status under Title VII
  • USA
  • May 30 2018

The US Court of Appeals for the Sixth Circuit has held that a funeral home violated Title VII of the Civil Rights Act 1964 when it fired a director because she was planning to undergo sex reassignment surgery and had requested to dress in women's clothing at work. Employers – particularly those in the Sixth Circuit – should consider reviewing their employment policies and hiring practices to ensure that they are treating transgender status as a protected category.

California Court of Appeal invalidates employee arbitration clause on basis of exemption to Federal Arbitration Act
  • USA
  • May 23 2018

The Fourth District of the California Court of Appeal recently ruled that a truck driver could not be compelled to arbitrate his claims in a state wage and hour class action against his staffing company employer, notwithstanding an arbitration clause in his employment contract that required individual arbitration rather than class actions. This ruling continues a line of California state court decisions giving a broad reading to the Federal Arbitration Act's transportation worker exception.

California Supreme Court clarifies method for calculating overtime rate of pay relating to flat-sum bonuses
  • USA
  • May 16 2018

A recent California Supreme Court decision has had significant implications for employers when determining the regular rate of pay used to calculate overtime following the payment of flat-sum bonuses. The court held that employers must calculate the overtime rate of pay in pay periods in which an employee earns a flat-sum bonus by dividing the flat-sum by the non-overtime hours actually worked in that pay period, not the total hours worked (including overtime).

National Labour Relations Board vacates joint employer ruling and reverts to Browning-Ferris standard
  • USA
  • May 09 2018

The National Labour Relations Board (NLRB) recently changed its joint-employer standard for the second time in the past three months, returning to the standard set in its 2015 decision in Browning-Ferris Industries. By reinstating Browning-Ferris, the current NLRB standard is that a joint-employer relationship exists whenever "two or more entities... share or codetermine those matters governing the essential terms and conditions of employment".

Current search