H-1B status is a non-immigrant status that allows a foreign national to work for a specific employer in a specific job at a specific worksite, for a specific period of time. Employers must file a petition with US Citizenship and Immigration Services on behalf of a foreign national.
Following a trend previously reported in our January 31, 2014 alert, the City of Philadelphia has become the latest jurisdiction to require covered employers to reasonably accommodate pregnant workers.
By a narrow 3-2 margin, the National Labor Relations Board (NLRB or Board) issued a notice of proposed rulemaking (NPRM or Notice) on February 6, 2014 to amend its rules and regulations on representation election procedures under Section 9 of the National Labor Relations Act (NLRA or Act).
Attention employers with employees working in the United States on L-1 (intra-company transferee) visas: US Citizenship and Immigration Services (USCIS) has begun conducting worksite visits under its Fraud Detection and National Security (FDNS) site inspection program.
On January 21, 2014, New Jersey Governor Chris Christie signed legislation that adds pregnancy as a protected status under the New Jersey Law Against Discrimination (NJLAD) and requires employers to make reasonable accommodations for female employees affected by pregnancy.
The U.S. Court of Appeals for the Fourth Circuit recently ruled that even a temporary impairment caused by an injury can constitute a disability under the Americans with Disabilities Act (ADA or Act). Summers v. Altarum Institute Corp., 2014 WL 243425 (4th Cir. Jan. 23, 2014).
On January 28, 2014, the National College Players Association (NCPA) filed a petition at the regional office of the National Labor Relations Board (NLRB) in Chicago, seeking recognition as a labor union. The petition is the first of its kind seeking union recognition for college athletes.
The Court held that an employee who cannot perform an essential function of his or her job is not a qualified individual under the ADA, even if the employer previously chose to accommodate the employee by excusing the employee from performing the essential function.
The National Labor Relations Board (NLRB or Board) issued a statement indicating that it has decided not to seek US Supreme Court review of two US Court of Appeals decisions invalidating the NLRB’s Notice Posting Rule.
Selecting where to source manufacturing of fashion goods is not dependent on price alone. Companies looking to source need to be aware of consumer perceptions when selecting a sourcing territory.
On June 26, 2013, the US Supreme Court’s decision in United States v. Windsor struck down Section 3 of the federal law known as the Defense of Marriage Act (DOMA).