For obvious reasons, I’m revisiting some posts about abortion-related employment issues. First, in 2010, I noted a Pennsylvania employment law that addresses abortion and unlawful discriminatory practices. The Pennsylvania Human Relations Act (PHRA), includes the following provision:
It shall be an unlawful discriminatory practice . . . . For any public or private agency
A fascinating precedential split opinion from the Third Circuit in Groff v. DeJoy. BackgroundA mail carrier for the U.S. Postal Service (“USPS”) was also a Sunday Sabbath observer who believed that Sunday was a day for worship and rest. The USPS, however, believes that Sunday is a day for delivering packages under a
Yesterday, a unanimous Supreme Court issued an opinion in Morgan v. Sundance, Inc. The plaintiff filed a Fair Labor Standards Act (FLSA), nationwide, collective action, wage and hour claim against her employer, a Taco Bell franchise, in federal court. But, wait! She signed an arbitration agreement as part of her the employment application process.
Remember this one? The National Labor Relations Board (NLRB) concluded that an executive officer of The Federalist violated the National Labor Relations Act (NLRA) with the following joke tweet:
“FYI @fdrlst first one of you tries to unionize I swear I’ll send you back to the salt mine.” On Friday, the Third Circuit (my
Not official use.What if an employer uses a “chatbot” to screen applicants? And, let’s say the chatbot is programmed to screen out applicants who have a gap in their resumes. But, wait! What if the gap was caused by the applicant having a disability and needing time off for treatment? That could raise some ADA
It’s not every day that the Supreme Court of the United States (SCOTUS) grants certiorari to hear a case from the Supreme Court of Pennsylvania (SCOPA) – but it just happened! SCOTUS will hear Mallory v. Norfolk Southern Railway Co., and the issue presented is:Whether the due process clause of the 14th Amendment prohibits
Under Title VII, a hostile work environment claim requires harassment that is “severe or pervasive.” A single incident can be severe enough to meet this standard. Ordinarily though, a single incident of verbal (as opposed to physical) harassment will not meet this standard. 
Not official use. Last week, in Woods v. Cantrell, the Fifth Circuit held
President Biden nominated Judge Ketanji Brown Jackson to the Supreme Court, and the Senate hearings are set to begin today. She has only been on the D.C. Circuit for about 8-9 months, so she does not have a huge appellate record to pull from. She did, however, recently author the opinion in AFL-CIO v. Federal