Over the past few years, cities and counties have gotten into the business of regulating the workplace, an area previously reserved to federal and state governments. Many local jurisdictions have focused particular attention on the hospitality industry.
In a recent decision, a federal court judge held that individual FLSA settlements do not need to be approved, and parties may stipulate to dismissal under Rule 41.
The Connecticut Paid Family and Medical Leave Act requires employers to provide a written notice to employees at the time of hiring, and annually thereafter.
On July 21, 2022, Ontario amended a regulation to extend the availability of Paid Infectious Disease Leave (Paid IDEL) until March 31, 2023. Prior to this extension, Paid IDEL was scheduled to expire on July 30, 2022.
On July 8, 2022, the D.C. Circuit held that the assumptions used by a multiemployer defined benefit pension plan in calculating the amount of withdrawal liability owed by an exiting employer must reflect the actual and projected experience of the plan.
The Working for Workers Act, 2022 requires certain employers to create and disseminate a written policy for all employees with respect to electronic monitoring of employees. The government has issued new guidance for such a policy.
A Michigan judge has held that the state legislature violated the Michigan Constitution in 2018 when, during a lame-duck session, it overhauled revisions to Michigan’s minimum wage and tip law and newly created paid sick and safe time law.
Puerto Rico’s Secretary of Labor and Human Resources has issued Opinion No. 2022-02, which provides the methodology for employers to self-classify as a microenterprises, small or medium businesses under Act 62-2014.
On June 20, 2022, Puerto Rico’s governor approved Act 41-2022, which includes a series of amendments to Puerto Rico’s Act 4-2017, better known as the Labor Transformation and Flexibility Act (LTFA), and other employment legislation.
