The EEOC On Independent Contractor Status

By | Labor & Employment Report | September 23, 2016
The EEOC On Independent Contractor Status

So I was trolling through the Equal Employment Opportunity Commission’s quarterly Digest of Equal Employment Opportunity Law (because, yes, I am that much of an employment law nerd), and came across an article that I thought was of particular interest: “Stating a Claim in the EEO Process: Determining One’s Status as Either an Agency Employee or Independent Contractor.”

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Just What the Doctor Ordered: Court Denies the EEOC’s Motion for Summary Judgment in ADA Suit Regarding Employer’s Wellness Program

By | EEOC Year-End Countdown | September 23, 2016
Just What the Doctor Ordered: Court Denies the EEOC’s Motion for Summary Judgment in ADA Suit Regarding Employer’s Wellness Program

After the EEOC brought an action under the Americans With Disabilities Act against an employer who implemented a wellness program requiring employees to take a health assessment to participate, the Court granted the employer’s motion for summary judgment and denied the EEOC’s motion for summary judgment after finding that the program was voluntary.

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Another Win for Wellness

By | SC Employers’ Blog | September 23, 2016

On Monday, September 19, the U.S. District Court for the Eastern District of Wisconsin issued an opinion finding that penalizing an employee by requiring the employee to pay the entire premium for participation in an employer’s healthcare plan if the employee refused to complete a voluntary health risk assessment to participate in the employer’s wellness program did not violate the Americans with Disabilities Act (ADA).

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Jumping for Joint Employer: The EEOC Files Amicus Brief Supporting Broadened Definition of Joint Employer in High-Profile NLRB Litigation

Jumping for Joint Employer: The EEOC Files Amicus Brief Supporting Broadened Definition of Joint Employer in High-Profile NLRB Litigation

Following the NLRB’s expansion of the definition of “joint employer” in the high-profile Browning-Ferris case and the employer’s subsequent appeal to the D.C. Circuit, the EEOC filed an amicus brief supporting the broadening of both agencies’ tests for determination of joint employer status.

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