1. Andrew Smith, Head of Employment Law for Standard Chartered Bank, shares some advice on avoiding pitfalls in the recruitment process.

    This is a "Tip of the Week" segment from Employment Law This Week® (Episode 68: Week of April 17th, 2017), an online series by Epstein Becker Green. youtu.be/AE5VB3J2QgA

    Visit EmploymentLawThisWeek.com.

    These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The “Tip of the Week” offers one perspective on possible human resource ideas or business practices. It presents the perspective of an individual not affiliated with Epstein Becker Green and should not be considered legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

    # vimeo.com/213269912 Uploaded 68 Views 0 Comments
  2. Welcome to Employment Law This Week®! Subscribe to our channel for new episodes every Monday!

    (1) NYC Prohibits Salary History Inquiries - http://bit.ly/2pjawEw

    Our top story this week: New York City prohibits inquiries into the salary history of job applicants. The City Council has passed legislation that bars public and private employers in New York City from asking about, or seeking to confirm, information regarding any job applicant’s current or prior wages, benefits, and other compensation. New York City now joins Philadelphia and Massachusetts in prohibiting inquiries into salary history. Susan Gross Sholinsky, from Epstein Becker Green, goes into further detail.

    Click here for more: http://bit.ly/2pfHFDU


    (2) Supreme Court Rules on EEOC Subpoenas - http://bit.ly/2pBuoBU

    Circuit courts should only review the scope of Equal Employment Opportunity Commission (EEOC) subpoenas for abuse of discretion by the trial court. That’s according to the Supreme Court of the United States, adopting a standard deferential to district courts on EEOC subpoenas. In the case in question, an Arizona district court granted an employer’s motion to quash the portion of an EEOC subpoena that it contended sought information that was irrelevant. The EEOC appealed to the U.S. Court of Appeals for the Ninth Circuit, which reviewed the matter de novo and held that the full subpoena should be enforced. The Supreme Court reversed, sending the case back to the Ninth Circuit, where it will apply the newly clarified standard of review.

    (3) Department of Labor Delays Fiduciary Rule - http://bit.ly/2nNlu7S

    The U.S. Department of Labor (DOL) has issued a final rule delaying the applicability date of the “Fiduciary Rule” by 60 days. The Fiduciary Rule, which applies to persons that provide fiduciary investment advice, including advisers and financial institutions, has now been put on hold until June 9, 2017. Other requirements of the Fiduciary Rule, such as specific disclosures, are not scheduled to become applicable until January 1, 2018. During this time, the DOL plans to continue its review of the Fiduciary Rule as directed by President Trump.

    Click here for more: http://bit.ly/2p3w9vq

    (4) Court Confirms Broad Reach of Whistleblower Protections - http://bit.ly/2pBuHgm

    A district court in Florida has confirmed the broad reach of Sarbanes-Oxley (SOX) whistleblower protections. An employee for a management company raised concerns about potentially inadequate information security and problems with financial reporting. The employee was terminated and subsequently brought a retaliation claim against her employer. In a motion to dismiss, the company argued that the employee's concerns fell outside the protection of SOX, but the court found the disclosures about the company’s perceived weak internal controls were, in fact, protected under the law.

    (5) Tip of the Week - http://bit.ly/2pj2Zp7

    Andrew Smith, Head of Employment Law for Standard Chartered Bank, shares some advice on avoiding pitfalls in the recruitment process.

    Visit EmploymentLawThisWeek.com.

    These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The “Tip of the Week” offers one perspective on possible human resource ideas or business practices. It presents the perspective of an individual not affiliated with Epstein Becker Green and should not be considered legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

    # vimeo.com/213267229 Uploaded 4 Views 0 Comments
  3. The Fifth Circuit has reaffirmed that indefinite leave is not a reasonable accommodation for an employee’s disability. An employee requested extended medical leave beyond the Family and Medical Leave Act (FMLA) with the intent of retiring before the end of his leave. He was terminated upon making this request and filed suit under the Americans with Disabilities Act. The court held that, since the employee’s requested leave would not have allowed him to ever return to work, it was not a required reasonable accommodation. Marc Mandelman, from Epstein Becker Green, has more.

    This is a segment from Employment Law This Week® (Episode 65: Week of April 10th, 2017), an online series by Epstein Becker Green. youtu.be/6bvrSQuV1Tc

    Visit EmploymentLawThisWeek.com.

    These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

    # vimeo.com/212302953 Uploaded 4 Views 0 Comments
  4. Rick Budd, former Vice President and HR Business Partner for Pearson, has some advice on top strategies for improving your performance review process.

    This is a "Tip of the Week" segment from Employment Law This Week® (Episode 67: Week of April 10th, 2017), an online series by Epstein Becker Green. youtube.com/watch?v=6bvrSQuV1Tc&feature=youtu.be

    Visit EmploymentLawThisWeek.com.

    These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The “Tip of the Week” offers one perspective on possible human resource ideas or business practices. It presents the perspective of an individual not affiliated with Epstein Becker Green and should not be considered legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

    # vimeo.com/212301019 Uploaded 4 Views 0 Comments
  5. Welcome to Employment Law This Week®! Subscribe to our channel for new episodes every Monday!

    (1) Seventh Circuit Breaks Ground in Hivley v. Ivy Tech Community College
    Our top story: A groundbreaking ruling from the U.S. Court of Appeals for the Seventh Circuit finds that discrimination on the basis of sexual orientation violates Title VII of the Civil Rights Act of 1964 (Title VII). The court ruled 11-3 in favor of the plaintiff, who claimed that she was denied promotions and ultimately terminated because she is a lesbian. The majority held that her claim was “no different from the claims brought by women who were rejected for jobs in traditionally male workplaces” and that Title VII protections against “sex” discrimination extend to sexual orientation. This ruling comes just a few weeks after the Eleventh Circuit reached the opposite conclusion. With courts across the nation grappling with this issue, we could see the Supreme Court of the United States address the circuit split in the not-too-distant future.

    Click here for more: http://bit.ly/2oQMY9J

    (2) Indefinite Leave Not a Reasonable Accommodation

    The Fifth Circuit has reaffirmed that indefinite leave is not a reasonable accommodation for an employee’s disability. An employee requested extended medical leave beyond the Family and Medical Leave Act (FMLA) with the intent of retiring before the end of his leave. He was terminated upon making this request and filed suit under the Americans with Disabilities Act. The court held that, since the employee’s requested leave would not have allowed him to ever return to work, it was not a required reasonable accommodation. Marc Mandelman, from Epstein Becker Green, has more:

    “The case stands as a valuable reminder that while employers may have an obligation to provide extended medical leave beyond the 12 weeks of FMLA leave as a reasonable accommodation, that obligation is not without limits. The court reaffirmed that requests for indefinite leave are not reasonable accommodations under federal law. Nevertheless, employers must always evaluate requests for extended medical leave on a case-by-case basis to determine whether or not the leave really is indefinite or if the requested extension is reasonable under the circumstances.”

    (3) NLRB: No Reversal on Purple Communications

    The National Labor Relations Board (NLRB) has rejected the request of Purple Communications to discard the NLRB’s controversial 2014 decision. The Purple Communications ruling held that businesses must allow employees to use work email for activity protected by the National Labor Relations Act when they are not on duty in most circumstances. Acting Chairman Phil Miscimarra dissented in this 2-1 ruling, as he did in the initial decision. He argued that employers should be able to control their own information systems and that the NLRB should return to its earlier standard, where employers’ property rights took precedence.

    Click here for more: http://bit.ly/2o5BMpG

    (4) Tenth Circuit Allows Collective Action with 10,000 Opt-Ins

    A Colorado collective action against Chipotle with 10,000 potential opt-ins can move forward—that’s according to the Tenth Circuit. The
    restaurant chain argued that the district court ignored circuit precedent by presuming that the plaintiffs could join as a collective action so long as they were bringing the same claim against the same employer. But while the appeals court agreed that it
    had approved of a different standard in the past, it never precluded district courts from using another approach, as in this case. The Tenth Circuit permitted the case to go forward on a collective basis.

    Click here for more: http://bit.ly/2oJ6N5Y

    (5) Tip of the Week

    Rick Budd, former Vice President and HR Business Partner for Pearson, has some advice on top strategies for improving your performance review process.

    Visit EmploymentLawThisWeek.com.

    These materials have been provided for informational purposes only and are not intended and should not be construed to constitute legal advice. The “Tip of the Week” offers one perspective on possible human resource ideas or business practices. It presents the perspective of an individual not affiliated with Epstein Becker Green and should not be considered legal advice. The content of these materials is copyrighted to Epstein Becker & Green, P.C. EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C. ATTORNEY ADVERTISING.

    # vimeo.com/212299421 Uploaded 6 Views 0 Comments

Employment Law This Week®

Epstein Becker Green

Employment Law This Week® tracks the top developments in employment and labor law and workforce management in a matter of minutes every #WorkforceWednesday. Presented by law firm Epstein Becker Green. Learn more at http://www.ebglaw.com/employment-law-this-week/

Browse This Channel

Channels are a simple, beautiful way to showcase and watch videos. Browse more Channels.