Earlier this year, a bill (A1366) was introduced that would amend the New Jersey Law Against Discrimination to allow employers to require their employees and applicants to speak English while performing any duties falling within the scope of the employee’s employment, without regard to whether speaking English is necessary to perform the essential functions of the employee’s job. Employees, however, would be allowed to speak other languages during a bona fide meal period, rest period, or other breaks authorized by the employer.
It seems that the Cour de Cassation (France’s equivalent to the Supreme Court of the United States) occasionally throws employers a bone when determining their rights to make management decisions regarding their workforces. The Cour has recently confirmed that not only can French employees be dismissed for refusing a transfer when they have a valid mobility clause in their employment contracts, but they can be dismissed without the notice indemnity if they refuse to serve out their termination notice period in the new location.
Workplace claims have a lot in common with icebergs. Once an employee sues, the cost becomes visible—legal fees, litigation expenses, settlement payments, etc. Yet as with their icy cousins, you may be glimpsing only the tip, the 1/9 of the iceberg visible from the surface. What about the other 8/9, the…..
On August 15, 2019, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) released a Notice of Proposed Rulemaking (NPRM) focused on clarifying the civil rights protections for religious organizations that have federal contracts.