HDR thirdshift
Mar
15

Legislature nixes Birmingham minimum-wage law

On February 25, 2016, Governor Robert Bentley signed House Bill 174 which nixed the local minimum-wage ordinance passed by the Birmingham city council on August 18, 2015. The bill then became Alabama Act 2016-18, which is entitled the Alabama Uniform Minimum Wage and Right-to-Work Act.

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© 2016

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Mar
04

Employers can’t contract out discrimination to temp agencies

An Alabama staffing firm (sometimes called a temp agency) has recently come under fire for employment discrimination. News reports allege that the firm honored requests for whites-only temporary workers. These reports indicate that, sometimes, the client would use code words like “country boys” to request white employees. In its defense, the firm has responded that it does not honor such requests.

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© 2016

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Feb
26

Employers face greater challenge in defending discrimination lawsuits

In a case of first impression, Quigg v. Thomas County School District, the U.S. Eleventh Circuit Court of Appeals rejected the burden-shifting framework (known as “McDonell Douglas”) established by the U.S. Supreme Court in 1973 for cases involving mixed-motive discrimination claims. Instead, the Court adopted a less stringent standard, allowing claims to proceed where the plaintiff is able to show that (1) the defendant took an adverse employment action against the plaintiff and (2) a protected characteristic was a motivating factor for the adverse employment action.

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Jan
07

How can an employer guarantee a violation of the Genetic Information Nondiscrimination Act (GINA)?

The name—Genetic Information Nondiscrimination Act—suggests something straight forward: Employers can’t order DNA tests for potential employees. And what employer in a right mind would be doing that in the first place? It’s expensive, after all.

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© 2016

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Oct
26

Pregnancy discrimination remains part of EEOC’s focus

As the summer drew to a close, the EEOC continued to aggressively pursue claims of pregnancy discrimination, filing a total of eight lawsuits involving pregnancy-related discrimination in the month of September alone. These cases range from New Mexico to Georgia and include a wide variety of employers from a commercial moving company to a temporary staffing agency to a home healthcare provider. Despite these differences, however, a common thread throughout the cases is the consistent “no tolerance” position of the EEOC related to pregnancy discrimination. This policy prohibits discrimination based on (a) current pregnancies, (b) past pregnancies, (c) potential or intended pregnancies, and (d) medical conditions related to pregnancy or childbirth.

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© 2015

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