Implementing a Policy Review to Ensure You Are Protected Under The Computer Fraud and Abuse Act, Part 2: How to Conduct Your Policy Review

October 13, 2017 by Ambrose V. McCall

In Part 1 of this series, we discussed the Computer Fraud and Abuse Act (“CFAA”) and situations that are readily prohibited by the CFAA, such as when current or former employees gain access to an employer's databases or files to harm the employer or damage its business contacts. We also discussed how a policy review could be beneficial for your workplace. In Part 2, we will discuss how to conduct your policy review and questions you should consider throughout the review in more detail here. More ›

Implementing a Policy Review to Ensure You Are Protected Under The Computer Fraud and Abuse Act, Part 1: Why You Should Conduct a Policy Review

October 10, 2017 by Ambrose V. McCall

Ambrose McCall will be presenting "The Computer Fraud and Abuse Act: Navigating the New Normal of Workplace Technology and Cybersecurity" on Thursday, October 12, 2017, at the 22nd Annual Labor & Employment Seminar. This year's Seminar will be held at the Hilton Chicago-Northbrook in Northbrook, Illinois. Please visit our website for more details. More ›

Seventh Circuit Sets Proof Paradigm for ADA Interference Claims

September 28, 2017 by Tom H. Luetkemeyer

Too often, we think of Americans with Disabilities Act (“ADA”) claims in terms of discrimination and failure to accommodate. Employment lawyers typically see interference claims in the context of other employment statutes, such as the Family Medical Leave Act (“FMLA”). However, the ADA also includes a provision prohibiting interference. It is unlawful for an employer to “coerce, intimidate, threaten or interfere with any individual in the exercise or enjoyment of, or on account of his or her having exercised or enjoyed, or on account of his or her having aided or encouraged any other individual in the exercise or enjoyment of, any right granted or protected by the ADA.”  More ›

Seventh Circuit Holds a Multi-Month Leave is Not a Reasonable Accommodation

September 25, 2017 by Hinshaw & Culbertson LLP

Last week the Seventh Circuit dealt a blow to the EEOC's continued position that medical leave is a reasonable accommodation when the leave is (1) of a definite, time-limited duration; (2) re-quested in advance; and (3) likely to enable the employee to perform the essential job functions upon return. The panel rejected that position, noting it glossed over the length of the requested leave, improperly transforming the ADA into "an open-ended extension of the FMLA." More ›

Wisconsin Court of Appeals Green Lights Right-to-Work Law

September 21, 2017 by Hinshaw & Culbertson LLP

On Tuesday, the Wisconsin Court of Appeals lifted an injunction entered by the lower court freezing enforcement of 2015 Wisconsin Act 1, Wisconsin’s “Right-to-Work” law, dealing a blow to unions across the state. More ›

New York Paid Family Leave: Tax Implications and Guidance

September 8, 2017 by Hinshaw & Culbertson LLP

The New York State Department of Taxation and Finance (“Department”) recently released its guidance on the tax implications of the New York Paid Family Leave Benefits (“PLF”) law for New York employees, employers, and insurance carriers. Effective January 1, 2018, PFL will provide eligible employees with up to 8 weeks of pay for a leave of absence when the leave is necessary to care for a family member’s serious health condition, care for or bond with a new child, or to help with family responsibilities when the employee’s spouse, domestic partner, child or parent is called to active military duty. The weeks available for paid leave will increase each year until 2021, with ten weeks available 2019-2020 and twelve in 2021 and subsequent years. More ›

EEOC Sues Illinois Employer for Refusing to Provide Disabled Employee Additional Leave

September 1, 2017 by Hinshaw & Culbertson LLP

You have complied with the Family Medical Leave Act by allowing an employee with a serious medical condition 12 weeks of leave. You even provided a few additional weeks even though he has exhausted all available leave. When the employee asks for three more weeks, and you think to yourself “the company has met its legal obligations and can terminate, right?” Wrong—according to the EEOC. More ›

Obama Administration’s Overtime Rule Invalidated

September 1, 2017 by Hinshaw & Culbertson LLP

A federal judge from Texas struck down the Obama administration’s overtime rule, finding the salary-level test set forth by the Department of Labor did not account for an analysis of an employee’s job duties for purposes of determining whether an employee is exempt from overtime pay.  A copy of the court's opinion is available here. More ›

Employee's Emotional Distress Claim Not Pre-empted but Not Actionable Emotional Distress Either

September 1, 2017 by Linda K. Horras

The United States Court of Appeals for the 7th Circuit recently addressed whether common law tort claims arising during the employment relationship are pre-empted by the Illinois Human Rights Act simply because they share similar fact patterns to claims of discrimination or harassment in Richards v. U.S. Steel. The answer is no. More ›

Employer Alert: EEO-1 Pay Data Collection on Hold

August 31, 2017 by Aimee E. Delaney

On Tuesday, the Office of Management and Budget (OMB) issued a stay of the EEOC's collection of information on pay data on EEO-1 reports.  More ›

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