On July 2, 2024, OSHA released the text of its highly anticipated proposed standard that, if finalized, would create the first federal standard aimed at protecting workers from exposure to heat hazards in the workplace, whether indoors or outdoors.
Long-awaited PAGA reform legislation brings significant change and some clarification to the 20-year-old law, reconciling previously ambiguous interpretations of the law, as well as adding new provisions that will have far-reaching effects.
The Supreme Court of Puerto Rico has determined that claims under the Unjustified Dismissal Act and the Workplace Discrimination Act are transferable to the employee’s heirs following the employee’s death.
The 2024 Colorado legislative session has concluded and resulted in several new laws affecting Colorado employers. This Insight provides an overview of some significant changes.
At the end of its 2024 term, the U.S. Supreme Court handed down four decisions limiting the power of federal agencies. While none of those decisions involved a labor and employment agency, all of them could transform labor and employment law.
As of July 1, 2024, the Foreign Labor Certification (FLC) Data Center website will be discontinued and will not be available for providing prevailing wage data for occupations.
A Texas federal court has issued a limited injunction of the DOL’s new rule increasing the minimum salary that certain executive, administrative, and professional employees must be paid to qualify for the so-called “white-collar” exemption under the FLSA.
On Friday, June 28, the U.S. Supreme Court overruled Chevron, USA Inc. v. Natural Resources Defense Council. Chevron often required courts to defer to federal agencies when those agencies were interpreting statutes they administer.
What do you get when you combine a business-backed ballot initiative, the state legislature and governor’s office, and labor organizations? A deal. California style.
A new law will require all employers in the UK to proactively take “reasonable steps” to prevent sexual harassment of their employees in the course of their employment. How can employers comply with this duty?
