While autumn is generally a mirthful season of crisp weather, beautiful colors, and tasty s’mores, it also serves as the harbinger of one of the most dreaded yearly seasons – flu. With experts predicting that this flu season could be a severe one, employers are understandably worried about the safety of their employees and clientele. Over the past several years, many employers have implemented mandatory flu vaccination programs for their employees. If you have implemented, or are considering implementing, such a program, read on for tips you should consider.
Since the Steelworkers Trilogy of 1960, the Supreme Court has furthered the private justice system by liberally interpreting the scope of arbitration agreements. The Third Circuit, in a case applying New Jersey law, however, may have recently narrowed the scope of those decisions within its jurisdiction. In Moon v. Breathless, Inc., the Circuit had to determine whether a statutory claim was covered by an arbitration agreement or could be brought in court. The individual bringing the claim had signed an independent contractor agreement which contained a standard arbitration clause covering all disputes arising under the agreement. Nevertheless, the individual wanted to bring in court a statutory (FLSA) claim based on their asserted employee status. The Circuit was called upon to determine whether, under the breadth of the arbitration clause, the statutory claim, which on its face was inconsistent with the independent contractor agreement, could be brought in court or must be resolved in arbitration.