On March 4, 2024, a unanimous three-judge panel not only upheld and continued the preliminary injunction against Florida’s “Stop WOKE” law, but also went further, determining it is unconstitutional.
On March 8, 2024, the U.S. District Court for the Eastern District of Texas struck down regulations promulgated by the National Labor Relations Board defining joint employment under the National Labor Relations Act.
The Ontario Superior Court of Justice held that the termination provisions of a fixed-term employment contract were illegal and unenforceable because they did not comply with the Employment Standards Act, 2000.
The NJ Domestic Workers’ Bill of Rights, one of three laws signed in early January relating to protecting immigrants and part of the Murphy administration’s larger effort to build a more inclusive state for all citizens, will take effect in July 2024.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
The use of AI in the workplace is rapidly expanding in a wide variety of ways throughout the hiring process, including scanning and filtering resumes and AI-driven video interviews to assess candidates.
For years there has been much discussion in the Netherlands about the non-compete clause, which also includes the non-solicitation clause. After a similar proposal was shelved a few years ago, a new proposal is now open for online consultation.
A federal judge in New York recently cast doubt on the validity of state laws that seek to restrict employer speech in connection with union organizing.
The Ontario Superior Court of Justice denied common law reasonable notice to an employee who was wrongfully dismissed from her employment on the basis that she failed to mitigate her damages when she rejected an offer of comparable employment.
