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Christina advises and represents employers in a broad range of employment law matters, from discrimination, retaliation, and harassment, to cases involving contract disputes, restrictive covenants, trade secret misappropriation and unfair competition. She has litigated and tried cases in state and federal courts and various administrative agencies. Christina also provides employers of all sizes with day-to-day preventive counseling on wage and hour issues, employee discipline, litigation prevention strategies, employee handbook and policy development, and adherence to federal and state family and medical leave laws. Christina also conducts EEO training to help employers understand, prevent and correct discrimination in the workplace.

What is OSHA’s top post-COVID enforcement priority?  According to Assistant Secretary of Labor and the head of the Occupational Safety and Health Administration (“OSHA”), Doug Parker, it’s heat-related illnesses.  On April 8, 2022, OSHA released its National Emphasis Program (“NEP”) for heat related issues in the workplace.

Before becoming head of federal OSHA enforcement,

I. Introduction
Today, less than two months after receiving the directive from President Biden, OSHA released its Emergency Temporary Standard that will affect two-thirds of the nation’s private workforce.

While most of the 490-page document includes detailed legal and scientific discussion (presumably in an effort to pre-empt expected legal challenges), the 15 or so pages

On Thursday September 9, 2021, President Biden outlined a multi-pronged plan to reduce the number of unvaccinated Americans in the United States, among other COVID-related initiatives.  In addition to issuing an Executive Order implementing vaccination requirements for federal workers and requiring vaccinations for healthcare workers, President Biden also directed The Department of Labor’s Occupational Safety

Today OSHA updated its previously issued “Guidance on Mitigating and Preventing the Spread of COVID-19 in the Workplace.”  The updates focus on: 1) helping employers protect unvaccinated workers (including those who are only partially vaccinated) or otherwise at risk (including those who are immunocompromised; and 2) implementing new guidance involving fully-vaccinated workers located in areas

Effective today, May 7, 2021, the U.S. Department of Labor (“DOL”) is officially withdrawing independent-contractor rule approved in early January and at the end of the Trump Presidency, which would have made it easier for businesses to classify workers as independent contractors rather than employees under the Fair Labor Standards Act (“FLSA”).

Under President Trump’s

Yesterday, on his first full day in office, President Biden signed an additional ten Executive Orders, among them one directing the Occupational Safety and Health Administration (OSHA) to take immediate action and issue guidance to employers on protecting workers from COVID-19.

Specifically identifying “healthcare workers and other essential workers, many of whom are people of

COVID-19 has imposed fresh and difficult challenges on employers, including the need to balance new legislative compliance with all that existed before the Year of the Pandemic. Before the end of the 2020 calendar year may be welcomed, however, employers in certain states should remain cognizant of approaching sexual harassment training deadlines. Although sexual harassment

In a 7-2 decision this week, the United States Supreme Court clarified and expanded upon its 2012 decision in Hosanna Tabor Evangelical Lutheran Church and School v. EEOC, 565 U. S. 17, by holding that the First Amendment’s religion clauses prevent civil, secular courts from adjudicating employment-related claims brought by teachers and others entrusted

WEWS News Channel 5 Cleveland

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Excerpts from the story:

“Social media has been responsible for blurring the lines a lot between employees personal lives and their professional lives,” Christina Niro said.

Niro warned that in times of turmoil, many companies nationwide are cracking down on their social media conduct