1. This Employment Law This Week® Monthly Rundown discusses the most important developments for employers heading into May 2019. The episode includes:

    1. EEOC Pay Data Deadline Set for September 30

    The confusion is over for employers. EEO-1 pay data does not need to be submitted to the Equal Employment Opportunity Commission (“EEOC”) by the end of the month. In what may be the final chapter of the EEO-1 pay data reporting issue, a federal judge in Washington, D.C., ruled that the deadline would be postponed until September 30, 2019.

    “You have the gender and race, ethnicity data that everybody is used to reporting, and then you have all of this new pay data trying to be overlaid over that existing framework. In addition, you have to provide hours worked for each of your employees. So, you have 80,000 employers, tens of millions of employees, and now you have to not only provide them with pay data in the aggregate based on these categories, you also have to do hours worked.” – Robert O'Hara, Member of the Firm, Epstein Becker Green

    The EEOC has decided that employers must file both 2017 and 2018 pay and hours-worked data by September 30, 2019. The agency will begin accepting this new data in mid-July.

    2. Supreme Court Rules Class Arbitration Requires Explicit Authorization

    Heading into May, we have more clarity on class arbitration. The U.S. Supreme Court recently found in Lamps Plus, Inc. v. Varela that an employee could assert only individual, and not class action, claims in arbitration because the arbitration agreement did not explicitly authorize class claims. Reversing a decision from the U.S. Court of Appeals for the Ninth Circuit, the Supreme Court found that an obligation to engage in class arbitration is not implicit in an arbitration agreement under the Federal Arbitration Act, and that explicit authorization is required to compel a company to arbitrate on a classwide, rather than individual, basis.

    3. Supreme Court to Decide Scope of Title VII for LGBTQ+ Status

    The Supreme Court has agreed to hear three cases in its October 2019 term that address whether the prohibition against sex discrimination in Title VII of the Civil Rights Act of 1964 (“Title VII”) extends to discrimination on the basis of sexual orientation or gender identity. Two courts—the Second and Seventh Circuits—have held that Title VII covers sexual orientation, while the Eleventh Circuit found the opposite. Separately, the Supreme Court will decide whether Title VII prohibits discrimination against transgender people. Oral arguments are set for fall 2019, with decisions expected in 2020.

    4. NYC Set to Become First City to Ban Pre-Employment Marijuana Drug Testing

    With a growing number of jurisdictions legalizing the medical and adult recreational use of marijuana, it’s no surprise to see the emergence of additional employment-related laws. The New York City Council recently passed a bill that would prohibit marijuana drug testing for prospective employees as a condition of employment. The Council passed the bill on April 9, and employers will have to comply beginning one year from the date it becomes law. The law would restrict employer use of tests for marijuana and tetrahydrocannabinol (also known as “THC”). This bill is the first of its kind, and we may see more of the same in jurisdictions across the country. We’ll keep you updated on developments in this area.

    5. House Appropriations Committee Holds Hearing on “Wage Theft”

    The U.S. House Appropriations Committee heard testimony last month in a hearing entitled, “Combatting Wage Theft: The Critical Role of Wage and Hour Enforcement.” Epstein Becker Green’s Paul DeCamp testified at the hearing to provide insight on the concept of “wage theft” and the state of wage and hour enforcement, as well as how these issues affect employers and workers.

    “It is fundamentally unfair to impose criminal or quasi-criminal punishment where an employer was not on clear notice of what the law requires and did not act with criminal intent. In my experience, all but a small percentage fall into this non-willful category. By all means, protect workers and make them whole, but do not treat unintentional FLSA violators like felons.” – Paul DeCamp, Member of the Firm, Epstein Becker Green

    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/334071617 Uploaded 6 Views 0 Comments
  2. A trending news interview from Employment Law This Week®, featuring attorney Robert O'Hara of Epstein Becker Green:

    On April 3, 2019, the Equal Employment Opportunity Commission (EEOC) proposed moving the deadline for Component 2 pay data reporting from May 31, 2019, to September 30, 2019, in order for the agency to prepare for processing of the new information. Component 1 demographic data is still due by May 31, 2019.

    We invite you to view Employment Law This Week® – tracking the latest developments that could impact you and your workforce. The series features three components: Trending News, Deep Dives, and Monthly Rundowns.

    Watch the series and subscribe for email notifications: 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/329677183 Uploaded 3 Views 0 Comments
  3. A trending news interview from Employment Law This Week®, featuring attorney Steve Swirsky of Epstein Becker Green:

    On April 1, 2019, the Department of Labor (DOL) proposed a new rule for determining joint-employer status under the Fair Labor Standards Act. The National Labor Relations Board (NLRB) also proposed a new joint-employment rule in September 2018, which is still pending.

    We invite you to view Employment Law This Week® – tracking the latest developments that could impact you and your workforce. The series features three components: Trending News, Deep Dives, and Monthly Rundowns.

    Watch the series and subscribe for email notifications: 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.
    EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C.

    # vimeo.com/329619527 Uploaded 2 Views 0 Comments
  4. A trending news video from Employment Law This Week®:

    The Stop Sexual Harassment in NYC Act is now in effect. New York employers must provide annual anti-harassment training for their workers, and there are specific rules that apply to independent contractors.

    Remember, contractors shouldn’t be harassed, and they can also create exposure if they engage in harassment. NYC employers: Don’t forget your contractors!

    Learn more about how training can protect your organization, and explore your training options: ebglaw.com/halting-harassment-e-learning-solution/

    We invite you to view Employment Law This Week® – tracking the latest developments that could impact you and your workforce. The series features three components: Trending News, Deep Dives, and Monthly Rundowns.

    Watch the series and subscribe for email notifications: 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.
    EMPLOYMENT LAW THIS WEEK® is a registered trademark of Epstein Becker & Green, P.C.

    # vimeo.com/329406993 Uploaded 1 Views 0 Comments
  5. Aney Chandy, Executive Director, Senior Counsel for Labor and Employment at Allergan, shares some tips on how employers can address gender identity inclusion in the workplace.

    This is a "Tip of the Week" segment from Employment Law This Week® (Episode 139: Week of April 1, 2019), an online series by Epstein Becker Green. youtu.be/GxTIYwb5CCw

    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.

    # vimeo.com/328499243 Uploaded 2 Views 0 Comments

Employment Law This Week®

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Welcome to Employment Law This Week®, presented by Epstein Becker Green. This online video program – among the first of its kind in the legal industry – tracks the latest developments that could impact you and your workforce. The series features three…


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Welcome to Employment Law This Week®, presented by Epstein Becker Green. This online video program – among the first of its kind in the legal industry – tracks the latest developments that could impact you and your workforce. The series features three components: Trending News, Deep Dives, and Monthly Rundowns. Learn more at ebglaw.com/employment-law-this-week/

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