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  • Date:

    ACE Issue Brief on FLSA Overtime Rule (May 31, 2024)

    American Council on Education (ACE) Issue Brief on the Department of Labor’s Final Rule on Overtime Exemptions under the Fair Labor Standards Act (FLSA). The Issue Brief summarizes the Final Rule and its application in the higher education context, outlines strategies for optimizing compliance, and considers multiple questions regarding situations occurring frequently at institutions of higher education.  

    Topics:

    Faculty & Staff | Fair Labor Standards Act (FLSA) & Categorization of Employees

  • Date:

    CUPA-HR FAQs on FLSA Overtime Rule (May 29, 2024)

    Frequently Asked Questions from the College and University Professional Association for Human Resources (CUPA-HR) on the Department of Labor’s Final Rule on Overtime Exemptions under the Fair Labor Standards Act (FLSA). The FAQs address application of the Final Rule to situations that may occur within institutions of higher education, including the teacher exemption, student or graduate student employment, part-time workers, and partial-year employment.  

    Topics:

    Faculty & Staff | Fair Labor Standards Act (FLSA) & Categorization of Employees

  • Date:

    Weinik v. Temple Univ. (E.D. Pa. May 20, 2024)

    Memorandum Opinion granting Defendants’ Motions for Summary Judgment. Plaintiff, a former clinician at Temple University Hospital and clinical professor at the University’s School of Medicine, brought due process, contract, and defamation claims against the University and two former residents after he was terminated for alleged sexual and other misconduct. Following investigations of alleged inappropriate conduct with a resident and patients, the Hospital terminated his medical privileges. After alleged threatening behavior while his appeal was pending, the Hospital issued a Security Alert to security staff and potentially threatened individuals. When the appeal was denied, the University terminated his academic employment, and the Hospital notified the National Practitioner Data Bank (NPDB) of the revocation of his privileges. In granting summary judgment to the defendants on his defamation claims, the court held that (1) statements made by a medical resident complainant in the Hospital’s peer review process were protected by quasi-judicial immunity, (2) other statements made in the context of this process were protected by statutory immunity under the Health Care Quality Improvement Act (HCQIA), (3) the security alert was conditionally privileged and no facts suggested it was disseminated with malice or negligence, and (4) there was a statutory duty to report the loss of privileges to the NPDB. It found that his contract claim was barred by HCQIA immunity and that the Hospital’s procedures satisfied the procedural requirements of the HCQIA and, accordingly, provided him with sufficient due process. 

    Topics:

    Employee Discipline & Due Process | Faculty & Staff | Litigation, Mediation & Arbitration | Tort Litigation

  • Date:

    U.S. Dep’t of Labor Guidance on AI and Worker Well-being (May 16, 2024)

    U.S. Department of Labor Guidance on Artificial Intelligence (AI) and Worker Well-being: Principles and Best Practices for Developers and Employers. Pursuant to Executive Order 14110, “Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence,” the Department released Principles for AI “that apply to the development and deployment of AI systems in the workplace, and should be considered during the whole lifecycle of AI—from design to development, testing, training, deployment and use, oversight, and auditing.” 

    Topics:

    Faculty & Staff | Technology

  • Date:

    Bishop v. Univ. of Scranton (M.D. Pa. Apr. 26, 2024)

    Memorandum granting Defendants’ Motions to Dismiss. Plaintiff, a former tenured professor at the University of Scranton, brought contract claims against the University and a breach of duty of fair representation claim against his union after he was terminated in 2022 for refusing to sign a COVID-19 vaccination attestation as required by the University’s return-to-campus policy. The court dismissed as time-barred his contract claims against the University, finding plaintiff’s attempt to reassert his allegation of lack of due process in a second complaint filed with the union after it had previously informed him it would not pursue his grievance did not toll the statute of limitations. It dismissed his breach of fair representation claim against the union, finding insufficient factual allegations that its actions were arbitrary, discriminatory, or in bad faith. It dismissed his claim that his termination violated the University’s Faculty Handbook, noting (1) that because the Faculty Handbook also contained the union’s complaint and grievance process the claim is a “hybrid” claim under the Labor Management Relations Act and (2) his fair representation claim against the Union had failed to state a nonconclusory claim.  

    Topics:

    Campus Police, Safety, & Crisis Management | Collective Bargaining | Coronavirus | Employee Discipline & Due Process | Faculty & Staff

  • Date:

    Pa. State Sys. of Higher Educ. v. Pa. State Sys. of Higher Educ. Officers Ass’n (Pa. Commw. Ct. May 1, 2024)

    Memorandum Opinion vacating arbitration award. In 2021, Kutztown University suspended and then terminated one of its patrol officers after a group of student activists called attention to a number of his politically charged public social media posts in which he identified himself as a University police officer, expressed disparaging views of minorities, and appeared to valorize excessive use of force by police. An arbitrator sustained the Officers Association’s grievance, finding that because the University did not have a social media policy the grievant officer had not been put on notice that his off-duty social media posts could result in discipline, and directed the University to reinstate him with full back pay, benefits, and seniority. In vacating the arbitration award, the Commonwealth Court of Pennsylvania invoked the public policy exception to the courts’ traditional deference to arbitration awards, noting that the award violated “the well-defined and dominant public policy against discrimination,” which is established in federal and state law and reflected in the University Police Department’s disciplinary policy prohibiting discrimination.  

    Topics:

    Collective Bargaining | Employee Discipline & Due Process | Faculty & Staff | Litigation, Mediation & Arbitration

  • Date:

    Kadel v. Well (4th Cir. Apr. 29, 2024)

    Opinion affirming judgments of the district courts. Appellees in cases consolidated on appeal, transgender individuals who are beneficiaries of either the North Carolina State Health Plan for Teachers and State Employees (NCSHP) or the Medicaid program in West Virginia, brought equal protection and Medicaid Act and ACA claims against their respective States and relevant officials, challenging the exclusion of coverage for medically necessary services for treatment of gender dysphoria. The district courts granted summary judgment in favor of the appellees and enjoined enforcement of the coverage exclusions. In affirming summary judgment in favor of appellees on their equal protection claims, the Fourth Circuit found that the exclusions of treatments for gender dysphoria, though they target only a subset of transgender individuals, discriminate on the basis of a proxy for gender identity and do so facially. Further, because some patients are eliminated from coverage of certain types of treatments (e.g., mastectomies or chest-reconstruction surgeries) based on their sex assigned at birth and gender stereotypes about how men and women should present, the court found this was also sex discrimination. The court then found that this treatment could not survive intermediate scrutiny because the States’ anecdotal evidence challenging only some of appellees’ contentions was insufficient to show that the treatments in this developing area of medicine are ineffective. The court also held that these exclusions violate the Medicaid Act’s availability and comparability provisions and the ACA’s anti-discrimination provision.  

    Topics:

    Discrimination, Accommodation, & Diversity | Employee Benefits | Faculty & Staff | Gender Identity & Sexual Orientation Discrimination | Health Care & Insurance

  • Date:

    Sellers v. Trs. of Bos. Coll. (D. Mass. Apr. 11, 2024)

    Memorandum of Decision granting-in-part and denying-in-part Defendants’ Motion for Summary Judgment. Plaintiffs, two former or current participants in 401(k) plans at Boston College from 2016 to the present, brought this class action against the College and its Plan Investment Committee alleging that they did not act prudently with respect to certain Plan recordkeeping fees and certain investments and that they did not follow the Plan Investment Policy Statement (IPS) or properly monitor Plan fiduciaries and service providers. The court dismissed the recordkeeping fee claims related to 2016 to 2018 for lack of evidence of loss, but it permitted the claims related to fees from 2018 to the present to proceed, finding genuine disputes as to whether it was prudent not to consolidate to a single recordkeeper, whether the Committee was aware of a distinction among fees, and whether Committee members had a conflict of interest warranting recusal. The court permitted plaintiffs to proceed regarding the prudence of the challenged investments, finding factual disputes as to whether the Committee sufficiently discussed and considered alternatives to two investment accounts, but it dismissed their claim that the Committee failed to monitor these investments. It also dismissed the claim that the Committee failed to follow the Plan IPS, finding that the IPS permitted the Committee significant discretion on whether to change investments and that the Committee had met the IPS’s documentation requirements. 

    Topics:

    Employee Benefits | Employee Retirement Income Security Act (ERISA) | Faculty & Staff

  • Date:

    DOL Final Rule on Overtime Exemptions (Apr. 26, 2024)

    U.S. Department of Labor, Wage and Hour Division Final Rule on Defining and Delimiting Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees. The final rule raises the minimum annual salary threshold to $43,888 on July 1, 2024, and then to $58,656 on January 1, 2025. It raises the annual compensation level for highly compensated employees to $132,964 on July 1, 2024, and then to $151,164 on January 1, 2025. The final rule also includes a mechanism to update these thresholds every three years to reflect earning data published by the Bureau of Labor Statistics. DOL also released a Frequently Asked Questions page on the new Final Rule. The Final Rule will be effective on July 1, 2024.  

    Topics:

    Faculty & Staff | Fair Labor Standards Act (FLSA) & Categorization of Employees

  • Date:

    ACE Regulation Summary of the DOL Final Rule on Overtime Exemptions (Apr. 24, 2024)

    American Council on Education (ACE) Summary of the Department of Labor’s Final Rule on Overtime Exemptions. The summary includes the regulatory background, key features of the Final Rule with specific attention to the impact on institutions of higher education, and next steps for institutions to consider. 

    Topics:

    Faculty & Staff | Fair Labor Standards Act (FLSA) & Categorization of Employees