California employers are not only required to refrain from discriminating against employees on the basis of disability, but they also have an obligation to provide “reasonable accommodations” for employees with disabilities. The duty to accommodate employees has become confusing for employers and employees alike. In litigation, the issue of the interactive process has become one of the most important aspects for litigants, counsel, and judges. Our two-part blog series on this topic explores what happens when, for whatever reason, the interactive process comes to an end. For a detailed discussion of this development, see parts one and two of our blog series.
The Consolidated Appropriations Act (CAA), 2021 includes a provision that modified and extended the Small Business Administration’s (SBA) Paycheck Protection Program (PPP). Specifically, Section 311 of the Additional Coronavirus Response and Relief provisions of the CAA provides for PPP second draw loans for eligible businesses. Employers seeking a PPP loan may apply through March 31, 2021. Below are answers to some key questions regarding second draw PPP loans.
Apogee Retail reversed the NLRB’s controversial 2015 decision in Banner Estrella Medical Center, which had made it illegal for employers to maintain rules or policies requiring confidentiality of employees during ongoing workplace investigations.
The Tennessee Supreme Court recently ruled against a local state university and its president on an employee’s claims of discrimination, but ruled in their favor on the employee’s retaliation claims. According to the state’s highest court, the employee who accused the president of sexual harassment could have reasonably believed that complaining about the harassment would have been futile because the university’s complaint procedure designates the president as the final decision-maker on all harassment claims.