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The National Labor Relations Act, in order to create a nationally uniform corpus of labor law, generally preempts labor regulation on the state and local level. There are exceptions, however, including the ability for states to adopt "right to work" laws. But does that state exemption extend down to the local government as well?

Yes, according to the Sixth Circuit, which last week upheld local "right to work" ordinances, finding that they were not preempted by the NLRA.

A group of 194 employees fired by Vanderbilt University in the summer of 2013 can't pursue a class action -- and planned settlement -- against the university over Vanderbilt's violation of "mass layoff" laws, the Sixth Circuit ruled last week.

The canned employees alleged that Vanderbilt never provided them or 279 other employees 60-days notice as required by the mass layoff provisions of the Worker Adjustment and Retraining Notification Act. But, to fall under WARN, a layoff must effect at least 500 workers, the Sixth found, and the two groups of fired employees were let go too far apart to be combined for WARN purposes.

Worm Farm Workers Don't Get Overtime Pay, Court Rules

If you're a worm farmer, there's some good news for you. Under a decision by the Sixth Circuit, you don't have to pay overtime to your workers if they're growing worms.

Bruno Durant, the president of Silver Bait, emigrated from his native France to the United States to grow worms. After raising worms on Georgia, he purchased land in Tennessee and later established Silver Bait on the land he bought. He hired workers, many of whom worked than the FLSA full-time standard of 40 hours per week.

It was the largest civil class action lawsuit ever, until the Supreme Court cut it down. Now, the gender bias suit against Walmart has returned, short a million and a half class members or so.

The Sixth Circuit revived a gender bias class action against the world's largest private employer. The class action was filed on behalf of all female employees in Walmart's Region 43, centered in Tennessee but reaching to Alabama, Arkansas, Georgia, and Mississippi. It alleges systematic gender discrimination in pay and promotions.

Monitoring Radio Doesn't Turn Meal Breaks Into Work Time: 6th Cir.

Meal breaks are generally supposed to be a time when employees aren't working. After all, if they're working during their break, then it's not really a break, is it?

That's what some current and former security guards at Detroit's MotorCity Casino thought. Their bargaining agreement with the casino allowed them to take 30-minute paid breaks and use the employee cafeteria, but they weren't allowed to leave the casino property and had to respond to calls over their radios.

Monitoring the radios, they claimed, was compensable work time, not a break. The Sixth Circuit, however, disagreed.

Oral Args. in Telecommuting, Self-Representation En Banc Cases

Earlier this week, the Sixth Circuit heard oral arguments in two en banc cases that we've been covering: the "irritable bowel" telecommuting case and a habeas case where a man claims that he was denied his right to self-representation.

The former case asks whether summary judgment in favor of Ford Motor Co. was proper when an employee requested to telecommute as a reasonable accommodation of her disability -- irritable bowel syndrome (IBS). The latter case, Hill v. Curtin, is about a man who asked to represent himself on the first day of trial, before a jury was empaneled. His request was denied as untimely by the trial court and by the state appellate courts, but the district court granted habeas relief.

Red Cross Volunteer Nuns Aren't 'Employees' Under Title VII: 6th Cir.

Title VII of the Civil Rights Act of 1964 prohibits, among other things, employment discrimination based on religion. That's great, but what about volunteers? Sister Michael Marie and Sister Mary Cabrini, two Catholic nuns, were Red Cross volunteers in Chillicothe, Ohio.

They were never employees, but they believe the positive reviews they received over the years should have entitled them to "promotions" that would have altered their roles and responsibilities. They never received those promotions -- because, they alleged, the Executive Director of the local chapter of the Red Cross was biased against them because they were "traditional" Catholics.

Irritable Bowel Telecommuting Case Granted Rehearing En Banc

Back in April, we covered EEOC v. Ford, in which an employee with irritable bowel syndrome (IBS) alleged that Ford failed to make reasonable accommodations for her disability. A three-judge panel of the Sixth Circuit found that telecommuting was a reasonable accommodation, so Ford had to make that accommodation.

Last week, the Sixth Circuit granted a petition for rehearing en banc. The panel decision will be vacated and the case will be reheard in front of all 13 of the Sixth Circuit's active judges.

6th Cir: Not Allowing Telecommuting for IBS Is a Load of ...

Let's say you have Irritable Bowel Syndrome (IBS), a disease that causes fecal incontinence. Sometimes it's so bad that you can't drive to work without soiling yourself, or, if you get to work, you can't get up from your desk without soiling yourself. Might telecommuting be a reasonable accommodation under the Americans with Disabilities Act (ADA)?

On April 22, the Sixth Circuit decided yes.

EEOC Gets Benchslapped by Sixth in Short, Hilarious Dismissal

It is a rare benchslap that lasts seven pages. It's not uncommon to see a paragraph or two that mocks a party's unreasonable position. And we've seen Judge Kethledge mock parties' unreasonable stances before, but a full seven pages? Well done, Equal Employment Opportunity Commission -- you've surpassed the "golden sombrero" to reach a whole new level of ineptitude.

What caused the seven page rant/affirmed dismissal? Only a hypocritical lawsuit supported by a comical attempt at producing scientific methodology in support a frivolous case of alleged disparate impact discrimination.