The claim of a male employee arguing that he was afforded child care leave rights inferior to those afforded his female co-workers has survived summary judgment in his Title VII gender discrimination suit pending in the Eastern District of New York. Ehrhard v. Lahood, 2:09-cv-01793-JFB-AKT (Mar. 28, 2012). Ehrhard, a male air traffic controller, asserted that his female peers were entitled to more favorable arrangements for requesting leave for child-care purposes, such as the women’s opportunity to verbally request Leave Without Pay without documentation, requests that were routinely approved. Ehrhard, on the other hand, claimed that he was required to indicate the type of leave that he was taking and the reason for his request, and his requests were denied. The court denied summary judgment for the employer, noting that the employee presented a question of material fact as to whether the disparate treatment was based on his gender. With more men taking on or sharing child-care responsibilities, this decision provides a sound reminder to employers about the dangers of differentiating between women and men in terms of child-care related leave.
On June 26, 2013, New York’s City Council overrode Mayor Michael Bloomberg’s veto and adopted the “Earned Sick Time Act,” making New York City the largest municipality in the country requiring employers to provide paid medical leave. The far-reaching law requires that employers provide up to five days (40 hours) of paid medical leave per year to employees. Provided that certain economic thresholds are met, the law will presumably go into effect on April 1, 2014 for businesses with 20 or more employees.
On March 28, 2016, a district court in Massachusetts found two private equity funds (under the Sun Capital Partners, Inc. umbrella) jointly and severally liable for withdrawal liability imposed on one of its underlying portfolio companies, even though neither private equity fund owned 80 percent or more of the portfolio company.
As reported in a recent Ogletree Deakins Immigration E-Alert, employers will be able to file “new” H-1B petitions on Friday, March 30, 2007, to be received by immigration on Monday April 2, 2007 for an effective employment start date of October 1, 2007. There is speculation that the annual quota of 65,000 for new H-1Bs will be met on the first day applications are accepted by the USCIS, which is Monday, April 2, 2007.