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'Robocall Bill' Awaits President's Signature After House and Senate Voted 'Yes' on Amended Pallon-Thume TRACED Act:

The so-called "robocall bill" has passed and awaits President's Trump signature.  The Pallon-Thune Telephone Robocall Abuse Criminal Enforcement and Deterrence (TRACED) Act was passed by the House on December 4 and the Senate on December 19.  Here's what you need to know:  Read more

Did the Dog Eat Your EEO-1 Component 2 Pay-Data Report? Don't Stress... The EEOC Is Still Collecting Reports

Yesterday, Monday, September 30, 2019, was the deadline for covered employers to submit EEO-1 Component 2 pay data.  Did you miss it?  If yes, the EEOC has announced that it will continue to accept reports.  So if you missed the deadline, you are probably not alone. Read more

DOL FINALLY Sets Minimum $35,000+ Salary for Exempt "White Collar" Employees- Effective 1/20/20!!

The United States Department of Labor (DOL) finally unveiled its long-awaited overtime exemption rule today, September 24, 2019. Read more

I-9 Enforcement Is Booming- Don't Get ICEd

As we've all seen in the media, immigration enforcement activities are up, and the U.S. Immigration and Customs Enforcement agency (ICE) is not focusing on the border.  Read more

News You Can Use: Are You in Compliance with These New Employment Laws?

It has been a busy summer in the employment law world. Companies doing business in California, Connecticut, Nevada, New York, Oregon, New York City, San Antonio, and Dallas should become familiar with these legal updates:

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Rachel Morris Named 'Rising Star' by Florida Super Lawyers Magazine

Sessions, Fishman, Nathan & Israel is proud to announce that Rachel A. Morris from our Tampa office has been included in the Florida Super Lawyers - Rising Stars list in Employment & Labor Law: Employer. 

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EEOC Expands Pay Data Collection of EEO-1 Component 2 Pay Data to Include Both 2017 and 2018

As we blogged about earlier this week, the EEOC announced it expects to begin collecting EEO-1 Component 2 pay data based on gender, race, and ethnicity in mid-July 2019.  In its notice published on the Federal Register, the EEOC also announced it was still deciding whether to require EEO-1 Component 2 pay data for 2017.

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EEOC Burdens Employers by Collecting EEO-1 Component 2 Pay Data

Yesterday, the U.S. Equal Employment Opportunity Commission officially reinstated its employer pay data survey for employers covered by EEO-1 reporting requirements. 

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May I Terminate a Medical Marijuana User for a Positive Drug Test?

Medical marijuana is now legal in 33 states and the District of Columbia (and recreational use is also legal in 10 of those states, plus D.C.), but marijuana remains illegal under federal law. While employers can prohibit workers from using or being under the influence of intoxicating drugs in the workplace, the line becomes much smokier when the employee uses medical marijuana at home to treat a disability but there is no indication of use or intoxication in the workplace.

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EEOC Says EEO-1 Pay Data Will Be Due September 30 (For Now...)

As we blogged about here, a Washington, D.C., federal judge recently ordered the EEOC to reinstate the EEO-1 form's pay-data reporting provisions, which were suspended in 2017 by the Trump Administration. The judge required that the EEOC explain how it would implement her order by April 3. 

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