Pursuant to the United States Supreme Court’s decision in United States v. Windsor that overturned the Defense of Marriage Act’s definition of “marriage” as a legal union between one man and one woman for purposes of all federal laws, the Nebraska Department of Revenue has released guidance for individuals and […]
Labor & Employment Law Update
Warning to Employers: Don’t Ask About Citizenship Status During Application Process
on Thursday, 12 December 2013 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
In a technical assistance letter (“TAL”) from September 6, 2013, the Office of Special Counsel (“OSC”) reaffirmed its warning against asking job applicants to specify their citizenship status during the application process. The OSC noted that rejected applicants may believe that the employer used such information to discriminate against them […]
Five Things Every HR Person Should Know About the Form I-9
on Thursday, 12 December 2013 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
Although it includes nine pages of instructions and a lengthy handbook of over seventy pages, there are five things about the Form I-9 that every HR person should know to avoid severe penalties in the event of an audit by Homeland Security Investigations or ICE. While following the tips below […]
State Specific Developments: November 2013
on Monday, 25 November 2013 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
Iowa: A recent Iowa Supreme Court decision, Dorshkind v. Oak Park Place of Dubuque II, L.L.C., addressed the public policy exception to at-will employment. The court upheld a jury verdict for the plaintiff in a wrongful termination claim where the employee’s discharge was the result of an internal complaint she […]
OFCCP: “TRICARE Providers Are Subject to Affirmative Action Requirements”
on Tuesday, 19 November 2013 in
Labor & Employment Law Update: Sarah M. Huyck, Editor
For years, we have been tracking the Department of Labor’s Office of Federal Contract Compliance Programs’ (“OFCCP”) efforts to expand its jurisdiction to health care employers. Generally, the OFCCP enforces regulations that require employers with at least 50 employees, who hold a single contract or subcontract of at least $50,000 […]
