W. Eric Baisden

Dec 9, 2024 | jdsupra.com | W. Eric Baisden |Thomas Jackson |Adam Primm

As we anticipated in the wake of last year’s U.S. Supreme Court decision in Students for Fair Admissions, Inc. v. President and Fellows of Harvard College, which held that race may not be used as a factor in college admissions decisions, that ruling has emboldened challenges to DEI initiatives among private employers.

Nov 18, 2024 | beneschlaw.com | W. Eric Baisden |Adam Primm

The 2024 Final Rule As explained in our prior alert, the now-invalidated Final Rule contained three, staged changes to the EAP exemption salary threshold: July 1, 2024: The minimum salary threshold increased from $684 to $844 per week. January 1, 2025: The threshold was set to rise further to $1,128 per week. July 1, 2027, and every three years thereafter: The rule introduced automatic updates to adjust the salary thresholds based on current earnings data.

May 7, 2024 | jdsupra.com | W. Eric Baisden |Thomas Jackson |Adam Primm

The guidance highlights issues involving workplace harassment. According to the EEOC, one-third of the employment discrimination charges filed with the agency in the last five years include allegations of unlawful harassment based on race, sex, disability, or other protected characteristics.

Apr 26, 2024 | jdsupra.com | W. Eric Baisden |Thomas Jackson |Johanna Parker

The case—Muldrow v. City of St. Louis—concerned the transfer of Jatonya Muldrow, a sergeant within the St. Louis Police Department. Muldrow was transferred from her plainclothes position in the Department’s specialized Intelligence Division to a uniformed position, both against Muldrow’s wishes and despite Muldrow’s strong performance history. Her prior position was filled by a male officer.

Jan 12, 2024 | jdsupra.com | W. Eric Baisden |Jordan Call |Adam Primm

The DOL’s final rule changes the manner in which the DOL determines whether a worker is properly classified as an independent contractor or is actually an employee under the FLSA and entitled to minimum wage, overtime, and other protections. In a past alert, we discussed the DOL’s initial proposal of the rule in October 2022. This final rule repeals a prior rule (issued by the Trump administration) with a new, less predictable multi-factor test.