The Families First Coronavirus Response Act (“FFCRA”) went into effect on April 1, 2020 along with the Department of Labor’s (“DOL”) regulations, which described employer obligations and employee rights under the FFCRA’s paid sick time law and expanded family medical leave to include paid family medical leave benefits.

The New York Labor Law now bans discrimination based on an employee’s “reproductive health decision making.”  You may recall that in May of 2019, New York City prohibited employment discrimination on the basis of an employee’s “sexual and reproductive health decisions.”  The new state law goes even further to extend the protected class status statewide and also adds additional requirements described below.

On May 24, 2018, the President signed the Economic Growth, Regulatory Relief, and Consumer Protection Act (the “Act”) into law, adding new Fair Credit Reporting Act (“FCRA”) required notices.  The changes primarily impact consumer reporting agencies (“CRAs”) rather than employers, but one change adds a new required notice whenever a Summary of Consumer Rights is required by the FCRA’s Section 609.

In a recent decision, the Third Circuit Court of Appeals reversed the lower court’s ruling on a motion to dismiss and held that class action plaintiffs had Article III standing on the basis of their data security Fair Credit Reporting Act (FCRA) claims.

In a recent decision, the Third Circuit Court of Appeals reversed the lower court’s ruling on a motion to dismiss and held that class action plaintiffs had Article III standing on the basis of their data security Fair Credit Reporting Act (FCRA) claims.