News & Analysis

Quarterly employment law updates from Venezuela

The Third Circuit recently highlighted the flexibility afforded to employers when providing fringe benefits to salaried exempt employees.

Connecticut employers now have until August 31, 2023 to comply with their obligations under the state’s MyCTSavings program.

The ordinance will generally require employers to provide certain employees working in Bloomington with up to 48 hours of ESSL per year.

A discussion on how this trend is impacting our communities and workplaces, with some practical insights for a more respect-based coexistence.

Although public outcry is often great, courts in the Netherlands do not readily assume the existence of serious culpability, especially if the employer does not have a specific policy prohibiting such behaviour.

Power harassment is essentially bullying in the workplace and is not necessarily tied to a specific protected category.

On March 29, 2023, the province published Regulation 61/23 amending Regulation 213/91: Construction Projects under the Occupational Health & Safety Act (Regulation). The amendments will come into force on July 1, 2023.

The trend towards employees gaining greater control and flexibility over their working hours is set to continue.

This Littler Lightbulb highlights some of the more significant employment and labor law developments at the U.S. Supreme Court and federal courts of appeal over the last month.