Daily Read: Fast Food Workers: "No Soup for You!", Paid Sick Leave in California, & A Mother/Law Professor's Perspective on Ferguson

Several times per week we bring you the best articles in employment law and related workplace HR issues. Here are our picks for today, September 4, 2014:

  • Fast-Food Strike Today Across The Country - Union organizers running the campaign designed to secure $15 per hour wages for fast-food workers announced on Labor Day that fast-food employees will walk off the job today in approximately 150 cities across the country. The organizers expect that major fast-food hotspots Burger King, McDonalds, and Wendy’s will be hit hard by labor shortages. Today’s planned strike, organized and underwritten primarily by the Service Employees International Union (SEIU), comes on the heels of a July meeting held in Chicago where over 1,000 fast-food workers met to discuss their working conditions. During the meeting, workers agreed to ramp up their efforts to win higher wages. Source: Labor Relations Today
  • California Becomes Second State to Offer Paid Sick Leave - Over the holiday weekend, California became only the second state (after Connecticut, which began granting paid sick leave in 2012) to guarantee at least some annual paid sick leave for most full and part-time employees. Assuming Governor Brown signs the bill, California’s law would be the tenth in the nation at the state or local level that requires employers to provide paid sick leave. Source: Wage & Hour Insights
  • Employee Wins Reversal of Religious Discrimination Defeat at the Fifth Circuit - Russell Cawyer reports on a victory for a religious discrimination plaintiff at the Fifth Circuit Court of Appeals. The trial court had dismissed the case because the religious accommodation denied was not leave to attend a religious ceremony but rather leave to attend a church-sponsored event that the employee believed to be important to her and her relationship to her church. The appellate reversed the trial court, stating that the issue of whether an event is truly religious or not is a subjective one and that an employee’s sincerity of her religious practice is largely a matter of individual credibility. The court admonished that, therefore, judicial inquiry into the sincerity of a religious belief should be handled with a “light touch” or “judicial shyness.” Source: Texas Employment Law Update