With Election Day quickly approaching, it is the right time for employers to refresh themselves on the various protections that may exist for their employees when it comes to voting and other political activities. Below is an overview of employees’ rights related to voting and other political activities leave, as well as protections for political
Mallory Knudsen
Mallory E. Knudsen is an associate in the Labor & Employment Law Department and a member of the Employment Litigation & Employment Counseling, Training, and Pay Equity groups.
Mallory attended Loyola University New Orleans College of Law, where she graduated magna cum laude and earned the distinction of Crowe Scholar. While in law school, Mallory served as Candidate Development and Symposium Editor for the Loyola Law Review. She competed as an oralist and later served as team coach for the National Moot Court Team. Mallory also served as Social Chair and Vice President of the Student Bar Association. During law school, Mallory also served as an extern to the Honorable Jay C. Zainey at the United States District Court for the Eastern District of Louisiana. Upon graduation, Mallory was selected for the Order of Barristers.
During her final year of law school, Mallory worked as a Rule XX Student Practitioner in the Stuart H. Smith Law Clinic and Center for Social Justice-Children’s Rights Clinic, where she submitted an amicus brief to the Louisiana State Supreme Court.
Mallory currently serves as a junior member of the Louisiana State Law Institute.
Connecticut Significantly Expands Paid Sick Leave
On May 21, 2024, Connecticut Governor Ned Lamont signed into law HB 5005, which significantly expands the state’s existing paid sick leave law as described below.
Covered Employers and Employees
While Connecticut was the first state to require private employers to provide paid sick leave, its current statute is limited in coverage, as it…
Eleventh Circuit Deepens Circuit Split Over Causation Standard for FMLA Retaliation Claims
On December 13, 2023, an Eleventh Circuit panel firmly established “but-for” causation as the Circuit’s causation standard for Family and Medical Leave Act (FMLA) retaliation claims. Courts across the nation have adopted different standards, with the Eleventh Circuit decision only further deepening the circuit split on the topic.
Background
In Lapham v. Walgreen Co.,…