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Latest Cases & Developments
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 & StaffDate:
Hogan v. S. Methodist Univ. (Texas Apr. 26, 2024)
Opinion answering a certified question. Plaintiff, a former student at Southern Methodist University, on behalf of himself and a putative class, brought contract, conversion, and unjust enrichment claims against the University after it ceased in-person instruction and closed campus facilities due to the coronavirus pandemic. The district court dismissed his claims, finding, as relevant here, recovering on his contract claim barred by the Texas Pandemic Liability Protection Act. On appeal, the Fifth Circuit certified to the Texas Supreme Court the question, “Does the application of the Pandemic Liability Protection Act to [plaintiff] breach-on-contract claim violate the retroactivity clause in article I, section 16 of the Texas Constitution?” In holding that “the answer to the certified question is No,” the Supreme Court of Texas found that plaintiff failed to “show he had a reasonable and settled expectation that he could recover money damages from SMU if the government forcibly shut down the campus and gave the school only the option of completing [his] degree program on the internet.”
Topics:
Campus Police, Safety, & Crisis Management | CoronavirusDate:
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 EmployeesDate:
HIPAA Privacy Rule to Support Reproductive Health Care Privacy (Apr. 26, 2024)
U.S. Department of Health and Human Services (HHS), Office for Civil Rights Final HIPAA Privacy Rule to Support Reproductive Health Care Privacy. In the preamble to the final rule, the Department notes that the Supreme Court’s decision in “Dodds v. Jackson Women’s Health Organization “altered the legal and healthcare landscape” in ways that may “cause harm to the interests that HIPAA seeks to protect, including the trust of individuals in health care providers and the health care system.” The new final rule adds new prohibitions on the use or disclosure of protected health information (PHI) related to reproductive health and adds a requirement that covered entities obtain a signed attestation from persons requesting such PHI that it will not be for a prohibited purpose. HHS also released a Fact Sheet on the new Final Rule. The Final Rule will be effective on June 25, 2024.
Topics:
Health Insurance Portability and Accountability Act (HIPAA) | Privacy & TransparencyDate:
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 EmployeesDate:
Update: U.S. Dep’t of Education Final Rule on Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance (Apr. 29, 2024)
U.S. Department of Education, Office for Civil Rights (OCR) Final Rule on Nondiscrimination on the Basis of Sex in Education Programs or Activities Receiving Federal Financial Assistance. Among other purposes, the Department issued these regulations “to provide greater clarity regarding the definition of ‘sex-based harassment;’ the scope of sex discrimination, including recipients’ obligations not to discriminate based on sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity; and recipients’ obligations to provide an educational environment free from discrimination on the basis of sex.” The Department also issued a Fact Sheet, Summary of Major Provisions, and Resource for Drafting Nondiscrimination Policies, Notices of Nondiscrimination, and Grievance Procedures. The Final Rule becomes effective August 1, 2024. Update: The U.S. Department of Education published the final regulations in the Federal Register on April 29, 2024.
Topics:
Discrimination, Accommodation, & Diversity | Employee Sexual Misconduct | Sex Discrimination | Students | Title IX & Student Sexual MisconductDate:
DOJ Final Rule on Web Accessibility (Apr. 24, 2024)
U.S. Department of Justice, Civil Rights Division Final Rule on Nondiscrimination on the Basis of Disability; Accessibility of Web Information and Services of State and Local Government Entities. With the new Final Rule, the Department establishes technical requirements for public entities to fulfill their obligations under Title II of the Americans with Disabilities Act (ADA) “to provide equal access to all of their services, programs, and activities that are provided via the web and mobile apps.” The Final Rule requires that such web and mobile app content, with some limited exceptions, must meet the Web Content Accessibility Guidelines (WCAG) Version 2.1, Level AA. The Final Rule contains an appendix with Guidance regarding the regulations. The Department also issued a Fact Sheet on the new Final Rule. The Final Rule will be effective on June 24, 2024.
Topics:
Disability Discrimination | Discrimination, Accommodation, & Diversity | Technology | Technology AccessibilityDate:
FTC Final Rule on Non-Compete Clauses (Apr. 23, 2024)
Federal Trade Commission (FTC) Final Rule on Non-Complete Clauses. The Non-Compete Clause Rule provides that it is an unfair method of competition under the Federal Trade Commission Act to enter into non-compete clauses with workers after the rule’s effective date. The rule provides that current non-competes may remain in force for senior executives but that non-competes with other workers are not enforceable after the effective date. The Final Rule will be effective 120 days after publication in the Federal Register.
Topics:
Contracts | Faculty & Staff
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