Recent Trends & Developments in Employment, Labor & Benefits Law

Employment Matters Monthly

February 2016

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A Note from the Editors

If January was a harbinger of what's in store for 2016, it's sure to be a busy year for HR professionals and employment attorneys. And Employment Matters is certainly here to guide you along the way! As you'll see in this issue of Employment Matters Monthly, our blog contributors covered, among other things, a US Supreme Court decision, a ruling from the European Court of Human Rights, and the latest and greatest on the Affordable Care Act. See our Top 5 posts below and all of January's posts for legal insights on the HR and employment developments that matter to you.

Separately, it was a pleasure to see so many of you in New York City at our Second Annual Employment Law Summit, where we tackled timely challenges — diversity and inclusion, ACA requirements, leave management, and wage and hour issues among others — and featured a presentation by Carmelyn P. Malalis, Commissioner and Chair of the New York City Commission on Human Rights, on the city's new discrimination laws and the Commission's recent initiatives. If you're interested, you may download the day's presentations here. You can subscribe to our Employment Matters blog here.

Michael S. Arnold

Michael Arnold, Member,
Employment, Labor & Benefits Practice

David Barmak

David Barmak, Chair,
Employment, Labor & Benefits Practice

Recent Keepers

1.		Pick-Off Strategy Via a Rule 68 Offer of Judgment Suffers Stinging Defeat in the Supreme Court; But Can an Actual Payment to the Plaintiff Do the Trick?
2.		The Affordable Care Act's Reporting Requirements for Carriers and Employers – Complete Volume Available
3.		The Exception that Proves the Rule? European Court of Human Rights Okays Employer's Access to Personal Communications of Employee In (Highly) Limited Circumstances
4.		New York Federal Court Rejects Mutual Non-disparagement Provision in FLSA Settlement Agreement as Overbroad
5.		Federal Court Says Employer's All-or-Nothing Requirement that Employees Submit to Wellness Program or Lose Health Insurance is ADA-Safe

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