The Supreme Court unanimously vacated a decision that requires discriminated employees to demonstrate a “materially significant” disadvantage for discrimination claims. The Court held that employees, under Title VII of the Civil Human Rights Act of 1964 (Title VII), must only show some harm with respect to “an identifiable term or condition of their employment”, but that harm need not be significant. The Supreme Court’s decision stems from Muldrow v. City of St. Louis, Missouri, a lawsuit brought by
Read More... →The Federal Trade Commission (FTC) has announced that it will vote on a proposed rule that would ban most noncompete agreements for employees. If passed, the FTC predicts the new rule would increase employee wages and expand career opportunities. The noncompete ban would apply to paid or unpaid employees, as well as independent contractors. The ban would make it unlawful to enter into, attempt to enter into, or maintain the enforceability of noncompete agreements. Employers
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This month we celebrate Potomac Legal Group’s 10th Anniversary. In January of 2014, Potomac Legal Group launched with a modest docket of clients, but deep reservoirs of experience and dedication to build a formidable law firm. After ten years, the firm has helped thousands of clients resolve complex employment and commercial disputes resulting in millions of dollars in settlements, judgments, and awards. As we celebrate our 10th anniversary, we reflect on a decade of client victories
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A federal agency has released a set of comprehensive reports focusing on the status of women in the federal government. The reports from the U.S. Equal Employment Opportunity Commission (EEOC) explore the experiences of American Indian and Alaskan Native, African American, and Hispanic and Latina women to offer critical insights into their representation, career progression, and compensation within the federal sector. Analyzing data from fiscal year 2020 (FY2020) , the reports compare the participation, retention, advancement, and
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The U.S. House of Representatives recently introduced a bill that aims to bolster protections against age-related workplace discrimination. The Protecting Older Workers Against Discrimination Act of 2023 (POWADA) would amend the Age Discrimination in Employment Act of 1967 (ADEA) to foster a more equitable and age-inclusive work environment. The bill would re-establish the traditional burden of proof standard for age discrimination claims in the workplace. The ADEA prohibits discriminatory practices throughout the employment process, from hiring and
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A new bill in the U.S. Senate would end Section 230 protections for legal claims based on generative artificial intelligence (AI). The bipartisan bill, introduced by Senators Josh Hawley (R-Mo.) and Richard Blumenthal (D-Conn.) and titled “No Section 230 Immunity for AI Act,” would allow individuals targeted by “deepfakes” and other generative AI content to sue the creators, publishers and web sites hosting the content. Under Section 230, web site owners and internet companies are
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In a recent decision, in Atlanta Opera Inc., the National Labor Relations Board (NLRB) returned to the 2014 FedEx Home Delivery (FedEx II) standard for determining independent contractor status under the National Labor Relations Act (NLRA). This decision overturns the SuperShuttle ruling from 2019 and establishes that makeup artists, wig artists, and hairstylists working at the Atlanta Opera are considered covered employees, rather than independent contractors. The Board’s decision reinforces the use of common law factors in determining employment status
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The U.S. Equal Employment Opportunity Commission (EEOC) has launched a social media video campaign called “Level the Paying Field,” in commemoration of the anniversary of the Equal Pay Act of 1963 on June 10. The campaign, which will run from June 9 to August 20, coincides with the FIFA Women’s World Cup 2023, set to begin on July 20 in Australia and New Zealand. The objective of the campaign is to draw attention to the
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The New York State Senate has successfully passed a bill that aims to prohibit the use of non-compete agreements within the state to safeguard every employee’s future employment opportunities. The bill, S.3100A, if signed into law, will effectively curb employers from imposing restrictions that hinder their employees’ mobility, without unduly impeding businesses from protecting proprietary information through alternative means such as confidentiality agreements and non-solicitation agreements. According to State Senator Sean Ryan, who has championed
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