The Paley Rothman Blog
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.
March 31, 2015
By
Jessica Summers on March 31, 2015
On Wednesday (March 25, 2015), the U.S. Supreme Court announced its decision in the closely watched pregnancy discrimination case of Young v. United Parcel Service. Rejecting both the employer’s and employee’s statutory interpretations of the Pregnancy Discrimination Act (PDA), the Supreme Court announced a middle-ground standard for assessing pregnancy discrimination cases and remanded the case to the Fourth Circuit to apply this standard.
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February 8, 2015
By
Jessica Summers on February 8, 2015
The Virginia General Assembly’s 2015 Session convened on January 14, 2015 and will run through February 28, 2015. During this session the House and Senate have been considering a number of bills that, if enacted, could have important implications for Virginia employers.
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December 30, 2014
By
Jessica Summers on December 30, 2014
Montgomery County’s new “ban the box” law goes into effect on January 1, 2015, and does far more than simply banning the box. The law, which was enacted by the Montgomery County Council on October 28, 2014, will place significant limitations on how most employers in the County may inquire about, and use, information related to an applicant’s criminal history.
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December 10, 2014
Each year the IRS makes cost of living adjustments to many of the limits on benefits from — and contributions to — qualified and non-qualified retirement plans. Here are the new limits for 2015:
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October 9, 2014
By
Jessica Summers on October 9, 2014
In EEOC v. Abercrombie & Fitch Stores, Inc., the Supreme Court is set to answer the question of whether an employee or applicant must expressly inform an employer of his or her religious beliefs in order to sustain a claim that the employer has discriminated by failing to accommodate the belief.
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