Calesia joined the firm in 2019 in the Louisville office where she is a member of the Business Litigation and Employment Law Service Groups.
Preparing for (and Hopefully Avoiding) Pandemic-Related Employment Disputes
Co-Speaker, Louisville Bar Association CLE Program, November 9, 2020
Diversity Committee, Member
Academy of Music Production Education and Development (AMPED), Board of Directors (2021-24)
KMAC Museum, Board of Directors
Junior Achievement, Young Professionals Board Member (2020-present)
Central Louisville Community Ministries, Board Member (2020-present)
Calesia joins Stites & Harbison after serving as an intern for the Hon. Judge Hale, U.S. District Court for the Western District of Kentucky in Spring 2018 and as a summer associate in the firm's Louisville office in 2017 and 2018. Prior to law school, she joined Teach for America (Corps' 14) where she taught English as a Second Language in Memphis, Tennessee.
Holding that “[a]lthough Congress has indisputably given OSHA the power to regulate occupational dangers, it has not given the agency the power to regulate public health more broadly,” in a 6-3 decision the Supreme Court of the United States, on January 13, 2022, issued a stay of OSHA’s Emergency Temporary Standard (“ETS”) on vaccination or testing for employers with 100 or more workers.
While a colleague has likened Kentucky’s guaranty statute to Lewis G. Carroll’s Jabberwocky, the statute that frightens us more is Kentucky’s failure to release statute. It is a statute that comes with draconian penalties ($500/day plus attorney’s fees) and a lack of judicial interpretation.
LOUISVILLE, Ky.—The Academy of Music Production Education and Development (AMPED) has named Stites & Harbison, PLLC attorney Calesia Henson to its Board of Directors. She will serve a three-year term.
LOUISVILLE, Ky.—Stites & Harbison, PLLC attorney Calesia Henson was recently elected to the Board of Directors of the KMAC Museum. She will serve a three-year term.
On June 11, 2020, the Equal Employment Opportunity Commission (EEOC) updated its guidelines to state that the Age Discrimination in Employment Act (ADEA) “would prohibit a covered employer from involuntarily excluding an individual from the workplace based on his or her [age] being 65 or older, even if the employer acted for benevolent reasons such as protecting the employee due to higher risk of severe illness from COVID-19.”
As businesses configure their workplaces to include new safety measures such as providing temperature checks, supplying necessary personal protective equipment (PPE) to employees, or installing hand sanitation stations, they must also be cautious of suspicious activities from fake suppliers, vendors, and other scammers attempting to exploit the current COVID-19 pandemic.
Employers are now dealing with the very real possibility of a coronavirus pandemic in the United States. When an “epidemic” becomes global, it becomes a “pandemic.” Employers need to develop plans now for effectively responding to employee concerns in the event of a pandemic.