The British Columbia Supreme Court in Parmar v. Tribe Management Inc. rendered the first civil court decision examining whether an employer can do so in a non-unionized workplace.
As the pandemic unfolds, officials are reevaluating their health and safety protocols and adjusting workplace guidance. This post provides links to key reopening orders and/or mitigation measures issued in recent weeks, at the statewide level.
A May 2021 court decision in California caused significant background check delays in some California county courts and left background check companies unable to report some criminal record search results at all. A bill to remedy this delay was vetoed.
AB 2693, enacted on Sept. 29, 2022, made changes to COVID-19 notification requirements by amending California Labor Code section 6409.6 (Duties of employer when notified of potential exposure to COVID-19) and extending its provisions until Jan. 1, 2024.
California state and local governmental bodies—our state legislature, and counties and cities—were active again this year in their efforts to regulate the workplace.
The NLRB held on October 3 that the employer’s obligation to deduct union dues from an employee’s wages and remit to the union under a collective bargaining agreement, must continue after the expiration of that collective bargaining agreement.
Since March 2020, the USCIS has allowed virtual, remote I-9 verification where all employees are working remotely due to COVID, or when a new employee, post April 1, 2021, is working remotely due to COVID.
