Wednesday, September 2, 2015

NLRB: In a decision redefining the scope of “joint employer” status, the Board held that it “will no longer require that a joint employer not only possess the authority to control employees’ terms and conditions of employment, but must also exercise that authority, and do so directly, immediately, and not in a ‘limited and routine’ manner. . . The right to control, in the common-law sense, is probative of joint-employer status, as is the actual exercise of control, whether direct or indirect”
EEOC: August 2015 edition of federal sector Digest of Equal Employment Opportunity Law includes article, “Gender Identity and Sexual Orientation Coverage Under Title VII Case Law Update: Review of Pre- and Post-Macy Title VII Protections for LGBT Employees”

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