Well it’s been quite a year. On the employment law front there were a surprising number of developments despite the unsurprising political focus on all things Brexit.
With its “Create a Respectful and Open Workplace for Natural Hair Act” (CROWN Act), New Jersey just became the third state to enact legislation specifically prohibiting discrimination based on hair texture or hairstyles associated with race.
On December 20, 2019, the president signed legislation, the National Defense Authorization Act (NDAA) for Fiscal Year 2020, which includes the federal Fair Chance Act.
On December 16, 2019, the National Minimum Wage Commission (“CONASAMI” for its acronym in Spanish) announced that the minimum wage would increase to $123.22 Mexican pesos per day, effective January 1, 2020.
El 16 de diciembre de 2019, la Comisión Nacional de Salarios Mínimos (CONASAMI), acordó aumentar el salario mínimo a $123.22 pesos diarios, a partir del 1 de enero de 2020.
The NLRB has reversed yet another decision issued during the prior administration, and returned to employers the right to cease contractual dues checkoff obligations after a collective bargaining agreement expires.
On December 18, 2019, the Michigan Supreme Court issued its decision on whether the Michigan legislature’s strategy to enact two ballot proposals, and then amend those proposals before their effective dates, was consistent with the Michigan Constitution.
In a recent decision, the NLRB returned to employers the right to implement and enforce confidentiality rules during investigations of workplace misconduct.
An Ontario court recently applied the basic contract law principle that an agreement is formed when an offer is made and accepted, and consideration exchanged; the contract’s terms need not be in writing to be enforceable.
