On Thursday, the United States Supreme Court issued a unanimous decision in Groff v. Dejoy, 600 U.S. ___ (2023), that marks a notable shift in how courts will analyze religious discrimination claims, requiring employers to show that religious accommodations would constitute a “substantial burden in the overall context of [their] business” in order to deny them.
OSBA’s division of legal services invites you to join us and register for an exciting learning opportunity on September 16, 2022, at 9 a.m. as we host the Human Resources Law in Schools Workshop.
Earlier this week, Auditor of State Keith Faber’s office announced that an Ohio grand jury had indicted a former school superintendent for numerous violations of law. Among the violations were 13 counts of having an unlawful interest in a public contract for securing contracts for a family member.
On Jan. 7, 2021, the Department of Labor (DOL) published its final rules for determining whether a worker is an independent contractor or an employee for purposes of the Fair Labor Standards Act (FLSA). The rules take effect on Mar. 8, 2021. The rules are important because businesses and organizations must comply with the wage and hour provisions of FLSA for employees but not for independent contractors. Although school districts do not routinely deal with the scenario of questioning whether someone is an employee or independent contractor, it does come up on occasion.
On Sept. 24, 2019, the U.S. Department of Labor (“DOL”) announced its final rule regarding changes to the salary thresholds for employee exemptions from the overtime requirements of the Fair Labor Standards Act (“FLSA”).
Did you know that OSBA’s division of legal services provides many resources to school board members in the area of employment law?