News and Alerts
Joseph Marion, Partner at Whelan Corrente & Flanders, was interviewed by the Huffington Post for the article “Ultrawealthy Americans Are Scrambling To Get Ahead Of Biden’s Planned Tax Hikes.”
In this issue, read about The Secret Power of Trusts, What To Know About the Alternative Minimum Tax, Your Grandchildren and Your Estate, How To Raise and Maintain a Credit Score, and more!
Court Says Employee Cannot Claim Discrimination Not Asserted Before Administrative Agency, But Also Says The Employee Does Not Forego Claims In Court By Seeking Arbitration
In Nuey v. City of Cranston, the United States District Court for the District of Rhode Island recently ruled that an employee cannot bring a claim for a particular type of discrimination in court when the employee did not specifically identify that type of discrimination in an administrative complaint before the state agency charged with investigating discrimination.
The decision provides a reminder that employees must tie their FLSA claims to unpaid minimum wages or overtime, and that private individuals (as opposed to the government) lack standing to sue for alleged violations of the state’s Sunday and holiday pay statute.
March 18, 2020 update to our March 3, 2020 guidance to employers regarding the coronavirus and employers’ legal rights and responsibilities.
With the recent news about the Coronavirus, many employers are asking questions concerning their rights and obligations when it comes to addressing this issue with their employees.
As they are looking ahead to 2020, employers should take note of three recent decisions issued by the National Labor Relations Board.
On July 15, 2019, Governor Gina Raimondo signed the Rhode Island Noncompetition Agreement Act into law. Beginning on January 15, 2020, the statute will place new limits on the enforceability of noncompete agreements in the Ocean State.
The U.S. Court of Appeals for the 1st Circuit (whose rulings apply to all Rhode Island employers) recently ruled an employee couldn’t establish she could still perform her job when she had previously sworn under oath—when applying for Social Security disability income (SSDI) benefits—she was totally disabled.
In Bonilla-Ramirez v. MVM, Inc., the U.S. Court of Appeals for the 1st Circuit recently ruled that an employer didn’t discriminate against an employee based on gender or illegally retaliate against her when it terminated her for violating its standards of conduct. The 1st Circuit focused on whether the employer had a legitimate reason for terminating the employee and on the timing of the employee’s complaints.
In June 2018, Chief Judge William E. Smith of the U.S. District Court for the District of Rhode Island dismissed an employee’s disability discrimination complaint for failing to adequately allege that she had a disability. Less than two months later, Judge John J. McConnell (of the same court) denied an employer’s motion to dismiss that made the same argument.
Dr. L. C. is a faculty member at the University of New England (UNE). In a lawsuit brought in federal court, she alleged that her transfer to a new department reduced her teaching and career opportunities in violation of Title VII of the Civil Rights Act of 1964 and the Maine Human Rights Act (MHRA) even though she consented to the transfer.