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  • California Governor Brown Signs False Claims Act Bill

    On September 27, 2012, Governor Brown signed the California False Claims Act into law in order to conform with the federal False Claims Act (“FCA”). The FCA is aimed at imposing liability on companies that defraud the government. The Act includes a qui tam provision which allows individuals, such as employees, contractors and agents…

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  • EEOC Recognizes Transgendered Employees as a Protected Class under Title VII

    In the landmark case, Macy v. Holder, the E.E.O.C. held that transgendered individuals, such as Macy, are entitled to Title VII protection. This ruling has nationwide implications, providing this historically discriminated group of individuals with significant protection against illegal employment practices. Employers with fifteen or more employees will now have to comply with the…

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  • Governor Quinn Approves the “Facebook Bill”

    Effective January 1, 2014, employers in Illinois will no longer be permitted to ask their employees for passwords to social networking sites, such as Facebook. The bill was proposed as an effort to protect workers’ privacy and the privacy of prospective employees. While employers are still allowed to ask for user names to view…

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  • Healthcare Reform’s Impact on the Workplace

    In the wake of the Supreme Court’s recent decision upholding President Obama’s healthcare reform initiatives – specifically, the minimum coverage provision of the Patient Protection and Affordable Care Act requiring every qualifying citizen to purchase a minimum level of health insurance – the ramifications of this historical legislation will no doubt be significant. For…

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  • Healthcare Reform’s Impact on the Workplace

    In the wake of the Supreme Court’s recent decision upholding Obama’s healthcare reform initiatives – specifically, the minimum coverage provision of the Patient Protection and Affordable Care Act requiring every qualifying citizen to purchase a minimum level of health insurance – the ramifications of this historical legislation will no doubt be significant. For employees,…

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  • Seventh Circuit Rules that Pharma Reps are Exempt Employees

    In a recent decision, Schaefer-LaRose v. Eli Lilly & Co., the Seventh Circuit joined the Third Circuit in holding that pharmaceutical representatives are exempt from overtime payments for hours worked in excess of forty per week under the Fair Labor Standards Acts (FLSA). The FLSA, (which governs, among other things, the maximum amount of…

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  • House Votes to Require TSA to Abide by USERRA

    The House will vote this week to approve legislation that will require the Transportation Security Administration (TSA) to comply with the Uniformed Services Employment and Re-employment Rights Act (USERRA). The Act is a federal law which prohibits employers from discriminating against employees who have military service obligations. Originally, when the TSA was created post-9/11,…

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  • Illinois Minimum Wage Bill Increase Spurs Debate

    Springfield representatives are debating SB 1565, sponsored by Senator Kimberly Lightford, D-Maywood, which would raise the Illinois minimum wage to $10.55 per hour. If approved, this new minimum wage would be the highest in the country. The measure is prepared to go before the full Senate in hopes of being passed before the Legislature’s…

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  • Illinois Grants Plaintiffs’ Motion for “Partial Decertification,” Seeking Subclasses

    Medina v. Happy’s Pizza Franchise, LLC In May 2010, three plaintiffs filed a suit against Happy’s Pizza for violations of the Fair Labor Standards Act (FLSA). The plaintiffs claimed that the company regularly instructed them to work more than forty hours per week without overtime compensation. All three plaintiffs worked at Happy’s Chicago locations,…

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  • Law Bulletin Features Marc Siegel for a Discussion on Workplace Violence

    The Chicago Daily Law Bulletin recently contacted one of Caffarelli & Siegel’s founding partners, Marc Siegel, for some insight on how to handle violence in the workplace. Siegel advised readers that taking disciplinary action against an employee who is making threats or is becoming violent in the workplace is appropriate. Not only do such…

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