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We all know by now about North Carolina law HB 2, the Public Facilities Privacy & Security Act, which Gov. Pat McCrory signed into law in late March. But what is it? What does it do and what will the impact be if it is not repealed? The outrageous new law is described as the most extreme anti-LGBTQ measure in the country ‘ disabling cities from creating laws protecting LGBTQ people. It eliminated all existing municipal nondiscrimination protections for LGBTQ people, and forces transgender students in public schools and universities, as well as transgender people in publicly owned buildings, to use restrooms and other facilities inconsistent with their gender identity. And even more egregious, it bars municipalities from passing local transgender-friendly bathroom ordinates, like the one Charlotte, NC, had when this law was passed.
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Looking Back and Looking Forward: Labor and Employment Trends for 2018
By Robert G. Brody and Alexander Friedman
President Trump had an eventful first year in the labor and employment arena. With his first year in office now wrapping up, this is a perfect time to look back at how the Trump Administration's policies have shaped labor and employment law issues at both the federal and state level, and where we expect to go in 2018.
Third Circuit's Paid Breaks Ruling a Bright Line, But Not an Open Door
By David Gialanella
A federal appeals court offered a clear rule earlier in 2017, in holding that employees must be paid for breaks lasting 20 minutes or less, but private suits on that issue have been few, and appear poised to remain so, practitioners say.
How to Avoid the Pitfalls of a Bad Sexual Harassment Policy
By Erin Mulvaney
How can companies make sure they have sexual harassment policies in place to protect interests and employees? The authors talked to several attorneys about common pitfalls and the lay of the land in the corporate environment right now. Here are highlights from those conversations.
Employee Claims in Bankruptcy Pose Significant Liability Exposure
By Shane G. Ramsey and David M. Barnes, Jr.
When a corporation determines to file for Chapter 11 protection, questions concerning the status of existing labor and employment agreements and viability of employee claims immediately arise. Indeed, there are litanies of potential pitfalls for companies that file for bankruptcy without strictly following the requirements of federal or state employment laws.
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