Lauren Godles is a student at Harvard Law School.
The Pentagon is forcing thousands of soldiers deployed in Iraq and Afghanistan to repay enlistment bonuses granted to them a decade ago. The demands for repayment have surfaced in the wake of a 2011 audit of the California Guard that revealed “widespread overpayments” by officials struggling to meet enlistment quotas at the height of both wars. The soldiers’ bonuses often exceeded $15,000 and were mostly spent by those soldiers and their families years ago. Today, for many soldiers, the unexpected debt is causing severe financial hardship, including the necessity of choosing between paying the debt or buying food and diapers for their children. In 2014, the California National Guard tried but failed to obtain relief from Congress, asking for funds to cover the costs of the improper bonuses. However, as of this week, members of Congress from both parties have newly called for a legislative solution and an end to the collections by the Pentagon.
Yesterday the White House issued a statement urging states to ban non-compete agreements. The Obama administration noted that such agreements are particularly unjust for low-wage workers, who do not pose a risk to company secrets, nor are they likely to lure clients away when changing jobs. Vice President Joe Biden weighed in on his opposition to non-competes, stating that workers “can’t reach their true potential without freedom to negotiate for a higher wage with a new company, or to find another job after they’ve been laid off.” Almost all states, with the notable exception of California, currently allow non-competes. But California successfully relies on employee non-disclosure and non-solicitation clauses to protect trade secrets. It is possible other states will follow suit in the wake of the infamous Jimmy John’s settlement this summer and the increased political pressure from the Administration.
Lastly, corporate wellness programs are facing a new hurdle—this time in the form of an AARP lawsuit against the EEOC for its regulations of these programs. In May 2016, the EEOC issued new rules, stating that employers could set incentives for participating in a wellness program as high as 30% of workers’ annual health care coverage costs. However, in order to receive the bonuses or incentive pay, many of these programs require employees to turn over personal, medical, and biometric information to their employers. Critics of the programs, including the AARP, argue that this exchange of information violates anti-discrimination laws, specifically the ADA and GINA (Genetic Information Nondiscrimination Act). The AARP is seeking a preliminary injunction to prevent the EEOC rules from going into effect in 2017.
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July 15
The Department of Labor announces new guidance around Occupational Safety and Health Administration penalty and debt collection procedures; a Cornell University graduate student challenges graduate student employee-status under the National Labor Relations Act; the Supreme Court clears the way for the Trump administration to move forward with a significant staff reduction at the Department of Education.
July 14
More circuits weigh in on two-step certification; Uber challengers Seattle deactivation ordinance.
July 13
APWU and USPS ratify a new contract, ICE barred from racial profiling in Los Angeles, and the fight continues over the dismantling of NIOSH
July 11
Regional director orders election without Board quorum; 9th Circuit pauses injunction on Executive Order; Driverless car legislation in Massachusetts
July 10
Wisconsin Supreme Court holds UW Health nurses are not covered by Wisconsin’s Labor Peace Act; a district judge denies the request to stay an injunction pending appeal; the NFLPA appeals an arbitration decision.
July 9
the Supreme Court allows Trump to proceed with mass firings; Secretary of Agriculture suggests Medicaid recipients replace deported migrant farmworkers; DHS ends TPS for Nicaragua and Honduras