Brian D. Pedrow

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Last month, the National Labor Relations Board (NLRB) ruled that an employer violates Section 8(a)(1) of the National Labor Relations Act (NLRA or Act) when the employer offers employee severance agreements with provisions restricting employees’ Section 7 rights under the Act, such as with overly broad confidentiality and non-disparagement provisions.  McLaren Macomb, 372 NLRB No.… Continue Reading

On Monday of last week, Illinois Governor J.B. Pritzker signed into law the “Paid Leave for All Workers Act” (Act) which establishes a minimum paid leave standard for all workers in Illinois, with the exception of certain railway, construction, and student employees. Starting January 1, 2024, employees who work within the geographical boundaries of the state of Illinois will accrue a minimum of one hour of paid leave for every 40 hours worked.… Continue Reading

Companies impacted by the Silicon Valley Bank (SVB) failure may be concerned about their ability to meet immediate payroll obligations as they await funds from government regulators.  Despite regulatory assurances that funds will be available in the near-term, employers with funds in SVB may remain concerned about their ability to meet ongoing obligations. … Continue Reading

On February 24, 2023 the United States District Court for the Southern District of New York held that a former employee’s arbitration agreement with his former employer was unenforceable under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (“EFAA”) because the former employee’s amended lawsuit included plausible sexual harassment claims. … Continue Reading

The United States Court of Appeals for the Fourth Circuit ruled that a disabled Florida resident has standing to sue a Maryland hotel under the Americans with Disabilities Act (“ADA”), despite that Florida resident (the  “plaintiff” ) never intending to stay at the hotel.

In Laufer v. Naranda Hotels, LLC,the plaintiff alleged that Naranda Hotels, LLC (“Naranda”) violated Title III of the ADA because a third-party hotel reservation website did not provide sufficient information regarding the accessibility of Naranda’s hotel rooms.… Continue Reading

The National Labor Relations Board (NLRB) has ruled that an employer violates Section 8(a)(1) of the National Labor Relations Act when the employer uses employee severance agreements with provisions restricting employees’ exercise of their NLRA rights. In McLaren Macomb, 372 NLRB No. 58 (Feb. 21, 2023), the Board reversed its prior decisions in Baylor University Medical Center, 369 NLRB No.… Continue Reading

Earlier this month, Minnesota Governor Tim Walz signed into law the “Creating a Respectful and Open World for Natural Hair (CROWN) Act” for the purpose of protecting individuals from discrimination and retaliation in employment, housing, education, and public services/accommodations on the basis of an individual’s natural hairstyle. Specifically, the CROWN Act amends the Minnesota Human Rights Act to provide that discrimination against an individual on the basis of “traits associated with race, including but not limited to hair texture and hair styles such braids, locs, and twists,” is unlawful. … Continue Reading

On December 29, 2022, as part of the Fiscal Year 2023 Omnibus Spending Bill, President Biden signed into law two pieces of legislation that will benefit pregnancy and nursing mothers – the Pregnant Workers Fairness Act (PWFA) and the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP for Nursing Mothers Act). … Continue Reading

In this podcast episode we cover diversity, equity, and inclusion in the Consumer Financial Services industry. Dee Spagnuolo, a partner in Ballard Spahr’s White Collar Group moderates the discussion, joined by Brian Pedrow, a partner in the firm’s Labor and Employment Group. Dee and Brian are co-leaders of the firm’s DEI Counseling Team.… Continue Reading

Last week, the Pennsylvania Human Relations Commission ordered, and the state Independent Regulatory Review Commission approved, safeguards against discrimination for LGBTQ individuals and individuals with traditionally Black hairstyles and textures. Specifically, the regulation expands protections in employment, housing, and public accommodations.

The regulation is consistent with recent Supreme Court and other federal case law holding the term “sex” includes protection based on one’s gender identity and sexual orientation, including being perceived, presumed, or identified by others as having such an affectional or sexual orientation.… Continue Reading