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Last week, federal legislation intended to clarify and expand protections for pregnant employees passed the House of Representatives. The Pregnancy Workers Fairness Act has been introduced each term since 2012, but this year the measure finally received House approval with significant bipartisan support.
Of course, Title VII and the Pregnancy Discrimination Act already provide protections against workplace discrimination for pregnant employees and applicants. The new measure would expand these rights by making clear that employers must make reasonable workplace accommodations for pregnant applicants and employees that allow them to perform the essential functions of their jobs. This reasonable accommodation concept is borrowed from the Americans with Disabilities Act, and would allow employers to deny accommodations that present an undue hardship. Some pregnancy complications may already be considered ADA disabilities, bu
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On May 13, 2021, the Centers for Disease Control issued consequential, and largely unexpected, guidance stating that “fully vaccinated people no longer need to wear a mask or physically distance in any setting, except where required by federal, state, local, tribal, or territorial laws, rules, and regulations, including local business and workplace guidance.” Just a day later, North Carolina Governor Roy Cooper relied on the CDC’s new guidance to largely lift gathering limits and the indoor mask mandate for all North Carolinians, not just those who have been fully vaccinated. Meanwhile, the CDC and OSHA have not yet updated their guidance recommending the use of masks in the workplace. This has resulted in a great deal of confusion for employers.
OSHA-Targeted COVID-19 Inspections Could Impact Health Care and Hospitality Industries | Parker Poe Adams & Bernstein LLP jdsupra.com - get the latest breaking news, showbiz & celebrity photos, sport news & rumours, viral videos and top stories from jdsupra.com Daily Mail and Mail on Sunday newspapers.
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On April 27, President Biden issued an executive order requiring federal contractors and covered subcontractors to pay a $15 per hour minimum wage beginning January 30, 2022. The order also requires contractors to incorporate a clause mandating a $15 per hour minimum wage into lower-tier subcontracts. After January 30, 2023, the minimum wage will be automatically adjusted based on the Consumer Price Index for Urban Wage Earners and Clerical Workers.
The order also phases out the tipped minimum wage for federal contractors, which is currently $7.65 per hour. Beginning January 30, 2022 the tipped minimum wage increases to $10.50 per hour. By January 1, 2023, the tipped minimum wage must be no less than 85% of the non-tipped minimum wage and by January 1, 2024, the tipped minimum wage must be no less than 100% of the non-tipped minimum wage.
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2 days ago The Federal Circuit on Tuesday agreed with the District of New Jersey’s decision to dismiss Sebela Ireland Ltd.’s patent infringement case against competing pharmaceutical companies for lack of constitutional standing.
Sebela, the plaintiff-appellant, originally filed suit against Prinston Pharmaceutical Inc. and Actavis Inc. and both companies’ affiliates over allegations that the defendants infringed claims of U.S. Patent Nos. 8,658,663 and 8,946,251, relating to methods of treating dysfunction of body temperature regulation often connected to menopause.
The district court found that the challenged claims 1, 2, and 5 of the first patent and 1, 2, 4, 9, and 10 of the second were “invalid as obvious,” the court explained. A patent is considered obvious if there is a similar registered patent and if people with “ordinary skill in the art” do not see the patent’s invention as novel, pursuant to 35 U.S. Code § 103.