Employment Law Challenges for 2016

“2016 Federal Employment Law Outlook” was the subject of a webinar presentation by DiMuroGinsberg partner, Jonathan R. Mook, on January 5, 2016 for Business & Legal Resources. Jonathan’s presentation addressed such key federal agency initiatives as:

  • The DOL’s proposed new overtime regulations;
  • The EEOC’s strategic enforcement plan focusing on criminal background checks, protections for LGBT employees, and the expansive definition of disability under the ADA;
  • The steps the OFCCP is taking (1) to require government contractors to publicly report labor and employment law violations, (2) to eliminate pay disparity for women and minorities, and (3) to require the hiring of disabled persons and veterans; and
  • Recent NLRB actions to significantly reduce the timeframe for union elections, to challenge employer social media policies, and to expand the scope of joint employer liability.

Given the impact these agency initiatives will have on employers, it is critical that employers keep abreast of federal agency actions throughout 2016. If you would like to receive a copy of Jonathan’s presentation, please contact him at jmook@dimuro.com.

Five DiMuroGinsberg attorneys to be listed in the 2016 Virginia Super Lawyers Magazine.

Super Lawyers recognizes attorneys who have distinguished themselves in the practice of law and who stand out in their respective practice areas.  Less than 5% of the state’s lawyers receive this honor.

Congratulations to our Virginia and Washington DC Super Lawyers:

  • Bernard J. DiMuro for Business Litigation
  • Nina J. Ginsberg for Criminal Defense
  • Michael Lieberman for Business Litigation
  • Stacey Rose Harris, a “Rising Star” in Business Litigation
  • Sara M. Sakagami, a “Rising Star” in Business Litgation

Study Shows Disability Discrimination Continues Despite the ADA

It has been 25 years since Congress passed the landmark Americans with Disabilities Act (ADA), which prohibits employers from discriminating against individuals with disabilities. Since then, the Act has empowered disabled individuals to obtain gainful employment and make significant contributions to our society. Despite that progress, a recent study has revealed that a substantial number of employers still appear to have stereotypical views of disabled individuals and discriminate against well-qualified disabled job candidates as a result.

Not hiring disabled applicants based on stereotypes is not only unlawful, but it can also be detrimental to the effectiveness of your organization. Read Jonathan Mook’s article about the findings of the study and learn ways to ensure your company’s hiring practices comply with the law and that you are hiring the best employees possible.