May 25, 2021
by Christine Self As COVID-19 vaccines become wore widely available and workplaces return to more in-person, pre-pandemic environments, numerous questions have arisen about employer requirements related to vaccines. The Occupational Safety and Health Administration (“OSHA”) recently addressed one issue, whether employers must record/report adverse COVID-19 vaccine reactions, through FAQs it released on April 20, 2021. Generally, employers are required to record “reportable injuries and illnesses that occur in the workplace” on the OSHA 300 log and many employers questioned whether
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May 4, 2021
On April 30, 2021, President Biden issued a Presidential Proclamation imposing a COVID-19 public health travel ban on foreign nationals with recent physical presence in India. This same type of travel ban is also already in effect for other countries experiencing high levels of COVID-19 infections, including Brazil, China, Iran, Ireland, countries in the European Schengen Area, South Africa, and the United Kingdom. Starting on May 4, 2021, foreign nationals who have been physically present in India within 14 days
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Apr 2, 2021
Tueth Keeney is proud to announce that Shareholder Mollie Mohan has been appointed by the Missouri Bar Board of Governors to the Joint Commission on Women in the Profession for a two-year term. More information can be found here. Congratulations, Mollie!
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Mar 24, 2021
Tueth Keeney was recognized by the Women’s Foundation of Greater St. Louis (WFSTL) as a top place for women to work in the fourth annual “Women in the Workplace: Employment Scorecard.”
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Mar 23, 2021
Tueth Keeney Cooper Mohan & Jackstadt, P.C.is proud to announce the Firm recently received its recertification as a Woman-Owned Business Enterprise (WBE) from the State of Missouri. Nine of the Firm’s eleven shareholders (82%) are women. In addition, the Firm’s entire three-person Management Committee, including the Chair/President of the Firm, are women. Of the Firm’s twenty-three attorneys, eighteen are women and five are men. Tueth Keeney has been a WBE-certified Firm since 2018.
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Mar 22, 2021
by Aigner Carr As discussed in our prior insight, the Department of Labor (DOL) continues to revise its independent contractor and joint employment rules. As anticipated, the DOL announced on March 11, 2021 a proposal to rescind the Independent Contractor final rule. The final rule was published in January 2021, with an expected effective date of March 8, 2021. However, the Biden administration issued a regulatory freeze on recently adopted laws, including the previous administration’s Independent Contractor
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Mar 10, 2021
by Jim Layton We previously noted that the Equal Employment Opportunity Commission (EEOC) proposed a substantial revision of Section 12: Religious Discrimination in the EEOC Compliance Manual (“Religious Discrimination Manual”). On January 15, 2021, the EEOC adopted a slightly revised version of the proposed Manual-again, in a 3-2 vote. The final version is available here. The “major comments” made on the proposed revision are summarized in an addendum included with that final version. The new Religious
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Mar 10, 2021
by Veronica Potter On March 2, 2021, the Missouri Supreme Court released an order (Order) amending the Missouri Rules of Civil Procedure (Rules) to enact new discovery provisions. The Missouri legislature previously passed a law in 2019 that amended the discovery Rules in order to bring them more in line with the Federal Rules. Senate Bill 224 (SB 224) was signed by Governor Parsons on July 10, 2019 and took effect on August 28,
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Feb 22, 2021
Missouri Lawyers Weekly has named Tueth Keeney’s Jim Layton to its “Power List of Appellate Attorneys.” The list was compiled by the Lawyers’ Weekly editorial team, based on appellate opinions, interviews with attorneys and other leaders, and its archive of significant appeals. Lawyers’ Weekly noted that Jim has argued more than 90 times before the Missouri Supreme Court, and four times before the U.S. Supreme Court.
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Feb 15, 2021
by Aigner Carr and Adam Henningsen Employers often struggle with applying various tests to classify workers as employees and independent contractors. Properly classifying workers is important for a myriad of reasons. Only employees are entitled to the benefits and protections of the Fair Labor Standards Act (“FLSA”), including minimum wage and overtime requirements. Independent contractors lack such protections and benefits. Misclassifying workers can expose an employer to significant liability under federal and state wage and hour laws, anti-discrimination laws, and
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Diane E. Metzger
Melanie Gurley Keeney
Mollie G. Mohan
Aigner S. Carr
James R. Layton
Veronica E. Potter