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Employers' Lawyers Blog

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Labor and Employment Attorneys. About Holland and Hart. Prayer Breaks Present Difficult Religious Accommodation Issue. In January of this year, the Muslim employees walked off their jobs to protest Ariens’ policy which they say forces them to choose between their religion and their jobs. By February, many had returned to work but seven were fired for continuing to take unscheduled prayer breaks and 14 resigned because of the policy. Title VII and the Colorado Anti-Discrimination Act (CADA) both prohibit ...

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EEOC’s Conciliation Efforts Must Be Real, Not “For Appearances Only,” After Mach Mining Decision | Employers' Lawyers Blog

http://www.employerslawyersblog.com/2015/07/eeocs-conciliation-efforts-must-be-real-not-for-appearances-only-after-mach-mining-decision.html

Labor & Employment Attorneys. About Holland & Hart. July 13, 2015. EEOC’s Conciliation Efforts Must Be Real, Not For Appearances Only, After Mach Mining Decision. An unsupported demand letter cannot constitute an actual attempt by the Equal Employment Opportunity Commission (EEOC) to engage in the required pre-lawsuit conciliation process, according to a federal judge in Ohio. EEOC v. OhioHealth Corp. Insufficient Conciliation Efforts Often Frustrate Employers. The Supreme Court had explained in. That a ...

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Religious Accommodation: Five Steps to Avoid Liability After Abercrombie Decision | Employers' Lawyers Blog

http://www.employerslawyersblog.com/2015/08/religious-accommodation-five-steps-to-avoid-liability-after-abercrombie-decision.html

Labor & Employment Attorneys. About Holland & Hart. August 5, 2015. Religious Accommodation: Five Steps to Avoid Liability After Abercrombie Decision. By Steven T. Collis. Even if religion does not come up during a job interview, you still may be liable for religious discrimination under Title VII if you reject the applicant to avoid offering a presumed reasonable accommodation. The U.S. Supreme Court’s June decision in. EEOC v. Abercrombie and Fitch Stores, Inc. Abercrombie’s Dress Code (AKA Look Policy).

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Laramie Becomes the First Wyoming City to Ban Sexual Orientation and Gender Identity Discrimination | Employers' Lawyers Blog

http://www.employerslawyersblog.com/2015/07/laramie-becomes-the-first-wyoming-city-to-ban-sexual-orientation-and-gender-identity-discrimination.html

Labor & Employment Attorneys. About Holland & Hart. July 27, 2015. Laramie Becomes the First Wyoming City to Ban Sexual Orientation and Gender Identity Discrimination. In mid-May, Laramie’s City Council passed an ordinance that prohibits discrimination on the basis of sexual orientation and gender identity. If you do business within the city of Laramie, you’ll want to update your employment policies to comply with the new law. . Actual or Perceived Status. Complaints May Be Made to City Manager. Anyone c...

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Statute of Limitations for Wage Claims, Punitive Damages for Constructive Discharge Claims and Supervisor Liability Clarified by Montana Supreme Court | Employers' Lawyers Blog

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Labor & Employment Attorneys. About Holland & Hart. December 23, 2013. Statute of Limitations for Wage Claims, Punitive Damages for Constructive Discharge Claims and Supervisor Liability Clarified by Montana Supreme Court. Harrell v. Farmers Educ. Coop. Union,. 0160; As discussed below, the Court provided useful clarification on numerous fundamental Montana employment laws.  . Montana Wage Claims . Montana Wage Claims Must Be Filed Within 180 Days. Court Refuses to Hold Supervisor Liable . Payroll record...

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Unpaid Internships Permitted Under New Test | Employers' Lawyers Blog

http://www.employerslawyersblog.com/2015/07/unpaid-internships-permitted-under-new-test-flsa-interns.html

Labor & Employment Attorneys. About Holland & Hart. July 20, 2015. Unpaid Internships Permitted Under New Test. A federal circuit court has adopted a new test permitting employers to use unpaid interns where the tangible and intangible benefits provided to the intern are greater than the intern’s contribution to the employer’s operation.   In. Glatt v. Fox Searchlight Pictures, Inc. By preventing their hiring, or by absorbing overtime hours).  The DOL took the position that. Despite employers’ capitulati...

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Independent Contractors: New DOL Interpretation Focuses on Economic Dependence of Workers | Employers' Lawyers Blog

http://www.employerslawyersblog.com/2015/07/independent-contractors-new-dol-interpretation-focuses-on-economic-dependence-of-workers.html

Labor & Employment Attorneys. About Holland & Hart. July 15, 2015. Independent Contractors: New DOL Interpretation Focuses on Economic Dependence of Workers. If you hire workers as independent contractors, you need to review that status with fresh eyes in light of a new Administrator’s Interpretation. Broad Suffer or Permit to Work Standard. Noting that courts have developed a multi-factor economic realities test to determine whether a worker is an employee or an independent contractor, the Administrator...

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Utah Adds Sexual Orientation and Gender Identity to Anti-Discrimination Laws | Employers' Lawyers Blog

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Labor & Employment Attorneys. About Holland & Hart. March 17, 2015. Utah Adds Sexual Orientation and Gender Identity to Anti-Discrimination Laws. Discrimination, Harassment and Retaliation Prohibited. Sexual Orientation and Gender Identity Defined. Reasonable Dress Codes and Sex-Specific Facilities Permitted. The new law specifically addresses two frequent concerns for employers. First, the new law allows employers to adopt reasonable dress and grooming standards and second, employers are allowed to ...