The Sophisticated Employer Blog

With appeals to federal COVID-19 vaccination mandates heating up, CMS employers would do well to prepare vaccination policies in anticipation of possible regulatory enforcement actions.

Employers should take action whenever stray comments arise in the workplace about age, race or other protected classes.

Court challenges could derail federal COVID-19 vaccine requirements for employers.

Employers should carefully consider which employees should be bound by non-compete agreements or at least consider selectively enforcing them only against departing employees who can adversely impact the business.

Biden administration announces new COVID-19 vaccination requirements for large employers, providers of Medicare and Medicaid health care services. 

Unlike Title VII, the federal Equal Pay Act shifts the burden of proof to employers to prove a nondiscriminatory reason for pay difference.

Appellate court’s ruling appears to have made it easier to bring employment discrimination claims under federal law.

Employers should clearly state intention to arbitrate disputes when drafting agreements. 

Employers should have a no call/no show policy to avoid unemployment claims.

The duties test must be applied to determine an employee’s exempt status or employers may face an adverse (and costly) appellate court decision like this one!