CLEVELAND (Legal Newsline) - The judge overseeing multidistrict litigation against opioid manufacturers and distributors has named the teams of lawyers who will try to negotiate a settlement of hundreds of federal lawsuits - a complex task given parallel investigations and litigation by state attorneys general and potentially conflicting goals of private attorneys and their government counterparts.
Despite efforts by the Trump administration to pull the reins on many of the recent priorities at the Equal Employment Opportunity Commission, and amid a string of litigation losses, the federal anti-discrimination agency is holding course in pressing its years-long case against Dollar General. But what exactly that signals remains to be seen, according to employment attorney Rod Fliegel, who co-chairs the privacy and background checks practice at the firm of Littler Mendelson.
A Chicago federal magistrate judge has largely rejected Dollar General's effort to squeeze more information from federal regulators in their efforts to defend against a discrimination suit against the discount retail chain, which alleges the company's job applicant screenings are geared to keep out blacks.
7th Circuit says Chicago doesn't owe cops OT for off-duty emails; lawyer says shows need for clear policy
A federal appeals court has backed Chicago City Hall in its dispute with a group of police officers who claimed they should be paid overtime for off-duty emailing on their official Blackberrys. And that decision by the U.S. Court of Appeals for the Seventh Circuit demonstrates the importance for employers to have a clearly defined policy on overtime work for employees
Debate brews over whether Americans with Disabilities Act or Title VII protects transgender employees
A legal debate is now brewing over whether transgender employees should be legally protected under the Americans with Disabilities Act (ADA), particularly given a spate of recent rulings, including from a Chicago federal appeals court, finding they may already be protected under the Civil Rights Act of 1964, as well.
Dollar General ruling strengthens EEOC's hand to widen discrimination claims into 'fishing expeditions'
The ruling of a Chicago federal judge in favor of an Equal Employment Opportunity Commission enforcement case against retail giant Dollar General will strengthen the EEOC’s hand in bids to widen single claims of employment discrimination into "company-wide fishing expeditions," say two Chicago attorneys and labor law experts.
Dollar General has suffered another setback in its attempt to beat back a long-running federal investigation into job screening practices allegedly set up to screen out African American applicants, as a Chicago federal judge ruled the Equal Employment Opportunity Commission didn’t overstep in initiating an enforcement action against the retailer, even after the federal agency pulled the plug on the required pre-enforcement settlement process.
7th Circ. LGBT Title VII sex discrimination decision puts employers on notice; SCOTUS to ultimately decide
In the wake of a recent decision by a federal appeals court in Chicago, employers will no longer be able to necessarily be able to seek refuge in existing federal civil rights law against discrimination claims brought by gay, lesbian or transgendered employees, as the federal appeals judges said federal prohibitions against sex discrimination should be stretched to include those who fall under the LGBT banner, upsetting decades of established precedent on that question.
A Chicago federal judge has sunk a bid by a group of plaintiffs to float a nationwide class action under California consumer protection law against plumbing products maker Fluidmaster over supposed defects in toilet and sink water supply lines, which allegedly cause the lines to fail, rupture and leak, causing damage to homes in which they were installed.
The federal Equal Employment Opportunity Commission issued its final Enforcement Guidance on Retaliation and Related Issues late last month, replacing its 1998 Compliance Manual section on retaliation. And employers should take note of the changes, which tighten regulations governing when employees might bring actions.