Paley Rothman shares this library of resources with clients and friends of the firm to help them stay ahead of legal and business developments and trends. Here, you will find helpful tips and tools written by our attorneys. The information in the blogs and articles is not a substitute for legal advice and should not be relied on as such. Should you have any questions or want legal advice, please contact the attorney who wrote the blog or article.
A reminder to all employers and employees about the relevance of social media in the workplace – if you’re planning something illegal, posting it publicly on Twitter (or Facebook, Instagram, or any other publicly accessible social media site) is generally a bad idea.
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As we previously reported, on June 26, 2013, in the case of U.S. v. Windsor, the U.S. Supreme Court held that Section 3 of the Defense of Marriage Act (DOMA) – which defined “marriage” as “only a legal union between one man and one woman as husband and wife” and “spouse” as only “a person of the opposite sex who is a husband or a wife” – was unconstitutional under the Fifth Amendment.
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In one of a handful of recent Equal Employment Opportunity Commission (“EEOC”) cases brought challenging employers’ use of background checks, the EEOC has been squarely defeated (at least prior to any appellate review). Judge Roger W. Titus of the United States District Court for the District of Maryland granted summary judgment in favor of the employer, Freeman, dismissing the EEOC’s claims that Freeman’s use of criminal and credit histories in hiring had an unlawful disparate impact on African-American, Hispanic, and male applicants.
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An employer’s legal obligation to reasonably accommodate religious practices is not limited to a single religion or a particular time of year. But, with Ramadan having begun, and running for approximately one month, this is a good time for employers to remember their legal obligations to reasonably accommodate religious practices.
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On July 2, 2013, the Obama administration announced that it will be delaying the implementation of the Affordable Care Act’s mandate that “large” employers either provide health coverage for their employees or pay penalties (commonly known as “the employer mandate”). These requirements, which are a central part of the ACA and which were previously scheduled to go into effect on January 1, 2014, will now be delayed until 2015.
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