Below are summaries of two recent Supreme Court cases – one regarding the NLRB, and the other on a portion of the Affordable Care Act. Also included is a summary of amendments to the Connecticut Paid Sick Leave Law.
High Court’s Ruling in Noel Canning Jeopardizes the Validity of NLRB Decisions
The United States Supreme Court unanimously ruled recently inNLRB v. Noel Canning, 573 U.S. ___ (2014) that President Obama’s recess appointments of three NLRB board members in 2012 were unconstitutional. Hundreds of decisions rendered by these invalidly appointed board members now hover in legal limbo.Click here to read the full article.
Hobby Lobby Supreme Court Case
By now you have seen the headlines that a portion of the Affordable Care Act (“ACA”) has been found unlawful by a divided Supreme Court in Burwell v. Hobby Lobby Stores, Inc., 573 U.S. ____ (2014). The Court found that certain closely held private for-profit corporations do not have to provide certain forms of contraception coverage under the Religious Freedom Restoration Act (“RFRA”). Click here to read the full article.
Connecticut Amends the Paid Sick Leave Law
On June 6, 2014 Governor Dannel P. Malloy signed Connecticut Public Act No. 14-128, which will go into effect on January 1, 2015. The Act makes a number of changes to the Connecticut sick leave law, including:
- Changing the method for determining whether an employer is exempt from providing paid sick leave. Currently, employers are covered if they employed 50 or more employees in Connecticut during any of the prior year’s quarters. Under the new Act, employers determine if they meet the annual 50-employee threshold based on the number of employees on their payroll during the week containing October 1;
- Prohibiting employers from taking actions to avoid coverage under the sick leave law, including firing, dismissing, or transferring an employee in order to fall below the 50-employee threshold; and
- Changing the time frames for accrual of paid sick leave. Currently, covered employees accrue one hour of sick leave for every 40 hours worked per calendar year. Under the new Act, employees will accrue one hour of paid sick leave for every 40 hours worked during any 365-day period the employer uses to calculate employee benefits.