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CWC’s Brief to Supreme Court in Yovino v. Rizo Urges Reversal of Troublesome Ninth Circuit Equal Pay Act Ruling

18-218 | 19 Oct 2018
Our brief argues that the Ninth Circuit ignored a key defense available to employers under the EPA, in essence holding that the law somehow requires employers to remedy gender pay disparities that are not the product of sex-based discrimination.

CWC Updates Data Tables and Web Tools for Analyzing College and University Graduate Diversity Statistics To Reflect 2016-2017 Academic Year

18-217 | 19 Oct 2018
The U.S. Department of Education has made available to CWC the latest academic year “completions” data regarding the award of post-secondary degrees, and we have taken that data and refined it in a way that should be helpful to members in developing or refining their college and university recruitment strategy.

OFCCP Grants Limited “National Interest Exemption” and Waiver of Written AAP Requirements for Hurricane Michael Relief Contracts

18-216 | 19 Oct 2018
As anticipated, OFCCP has issued a limited national interest exemption temporarily waiving written affirmative action plan requirements for federal contractors providing Hurricane Michael relief. This is the fifth such hurricane-related exemption the agency has issued in a little more than one year.

U.S. Senate Confirms Eric Dreiband as Assistant Attorney General for Civil Rights, But Fails To Take Action on Long Pending EEOC, DOL Nominations

18-215 | 19 Oct 2018
As a last minute item of pre-midterm election business, the U.S. Senate confirmed the nomination of former EEOC General Counsel Eric Dreiband to be the next Assistant Attorney General for Civil Rights, but failed to act on several other pending nominations, including two EEOC Commissioners and General Counsel, and DOL’s Wage and Hour Administrator.

Eleventh Circuit Rules in Jones v. Aaron’s, Inc. That Temporarily Cutting Employee’s Hours After Her Return From FMLA Leave Is Enough To Reinstate Her Unlawful Retaliation and Interference Claims

18-214 | 19 Oct 2018
This ruling by the appeals court serves as a reminder that an employer is required to reinstate an employee returning from FMLA leave to the same or an equivalent job, and that cutting the employee’s hours upon return doesn’t meet that obligation.

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