Onanuga v. Huntington Life Sciences, Inc., No. A-5743-08T1 (App. Div., May 19, 2010) – The Appellate Division rejected an employee’s claim that his employer discriminated against him by requiring him to do extra work based upon greater proficiency in English than other employees. The court held that “[w]ithout more, assigning work based on language skills is not discrimination,” but stated a different result might occur if a plaintiff can demonstrate that the employer’s action was simply a proxy for discrimination. The court further rejected the plaintiff’s hostile work environment claim based upon an alleged disagreement with his supervisor in which she yelled at him, because “personality conflicts” and “insults” alone do not violate the NJLAD.
On March 21, 2020, Kansas City Mayor Quinton Lucas issued Second Amended Order 20-01, repealing the city’s earlier Amended Order dated March 16, 2020, and replacing it with a stricter, “Stay At Home” order to contain and control the spread of COVID-19. The local governments for Johnson, Leavenworth, and Wyandotte counties in Kansas, and Clay, Platte, and Jackson counties in Missouri, soon joined Kansas City, Missouri, in issuing similar orders to contain and control the spread of COVID-19.
Connecticut Supreme Court Issues Landmark Favorable Ruling for Employers on Independent Contractor Status
In Standard Oil of Connecticut, Inc. v. Administrator, Unemployment Compensation Act, a case that will have significant implications for employers in Connecticut, the state’s supreme court clarified the “ABC Test,” finding that an employer is not required to pay unemployment contribution taxes for workers who contractually install heating and security systems in residential homes because they are independent contractors, not employees.
The State of California and many California counties mandate the use of face coverings in the workplace and elsewhere. California considers the issue important enough to include a section entitled “Guidance for Employers and Workers in Enforcing Mask Requirements” in its “COVID-19 Employer Playbook for a Safe Reopening,” newly released on July 24, 2020.