On March 30, 2016, I presented at the National Association of College and University Attorneys (NACUA) Higher Education Employment Law Conference in Denver, Colorado. I discussed the Department of Labor’s (“DOL”) January 2016 Administrator’s Interpretation that announced the DOL’s new (and broad) joint employer analysis that applies to the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the WARN Act. I also discussed the impact that the Interpretation will likely have on the Equal Employment Opportunity Commission’s joint employer analysis that applies to Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Americans with Disabilities Act (ADA), and what employers can do to avoid a finding of joint employment. I will be writing a blog post about the DOL’s Administrator’s Interpretation. In the meantime, feel free to contact me if you have any questions about joint employment.
- “Remembered Information” Not Entitled to Trade Secret Protection
- Department of Labor Withdraws Informal Guidance on Joint Employment and Independent Contractors
- Can supervisors in Massachusetts be held individually liable for FMLA violations? Apparently so.
- Department of Labor Creates the HIRE Vets Medallion Program
- Weingarten Rights Do Not Apply to Non-Union Employees