C-Level Law

The Pregnant Workers Fairness Act (PWFA), which became law in June of 2023, requires employers with 15 or more employees to make reasonable accommodations for pregnancy, childbirth, and related medical conditions unless the accommodations impose an undue hardship on the employer. 

On April 23, 2024, the U.S. Federal Trade Commission (“FTC”) voted 3-2 to implement a final rule that will ban almost all current noncompete agreements and all future noncompete agreements.  

On April 17, 2024, the United States Supreme Court issued an opinion holding that a mandatory job transfer can be discriminatory under Title VII of the Civil Rights Act of 1964, the primary federal employment anti-discrimination law, even if the transfer does not reduce pay or benefits. 

In many states, employees have a right to review their personnel files. In other states, they do not. Where does Colorado stand?

With the change of a Presidential administration, there are always changes in policies. This is particularly so when the change involves a different political party and especially in the present contentious environment. 

On January 1, 2024, Colorado’s new family and medical leave law, known as “FAMLI,” went into effect.

In the 2023 Colorado legislative session, the Colorado Legislature passed, and the Governor signed, a number of new workplace laws. In addition, a number of existing laws were amended in significant ways. On September 30, 2023, the Colorado Department of Labor and Employment (CDLE) proposed changes to several rules to address the statutory changes.

As discussed in a previous blog post, in Students for Fair Admissions, Inc. v. President & Fellows of Harvard College, the U.S. Supreme Court held that admissions programs at Harvard and the University of North Carolina were unlawful because they considered race in making admissions decisions. While this case applied to college admissions, it did not take long for the impact to be felt in the realm of employment law. 

On August 30, 2023, the U.S. Department of Labor proposed a rule which would increase the federal salary threshold for exempt workers from $35,568 to $55,068 annually. The law will not become effective until and unless it proceeds through the federal rulemaking process. However, the proposed rule is the first step in that process. 

Covenants not to compete and other restrictive covenants can be enforceable under some circumstance, as discussed in previous posts on this blog. But, what happens if the employer fails to live up to its contractual obligations to employee? In this post, Adrian Castro discusses a recent Colorado case that sheds light on the subject.