Since the EEOC released its updated COVID-19 guidance greenlighting vaccine incentives, many employers seized the opportunity to offer incentives to employees to both get vaccinated and voluntarily provide proof of vaccination.
On June 9, 2021, the National Labor Relations Board held that a party’s solicitation of one or more mail ballots constitutes objectionable election conduct that may warrant setting aside an election.
On June 7, 2021, Governor Lamont signed House Bill Number 6380, which requires employers to disclose to applicants and employees the salary ranges for positions.
On June 11, 2021, California’s Occupational Safety and Health Standards Board released its latest set of proposed revisions for re-adoption into Cal/OSHA’s COVID-19 Emergency Temporary Standards.
We’ve been hearing a lot of conflicting information about what we may and may not require of our employees. Because our business is public facing, may we at least ask our employees whether they are vaccinated?
On June 10, 2021, the U.S. Department of Labor’s Occupational Safety and Health Administration released its long-awaited COVID-19 Emergency Temporary Standard (ETS), establishing new mandatory requirements generally applicable to the healthcare industry.
At long last, the European Commission, on June 4, 2021, adopted new Standard Contractual Clauses (“new SCCs”) to permit lawful transfers of personal data from the European Union (EU) to third countries such as the United States.
Following the implementation of mandatory paid leave on January 1, 2020, Nevada has again expanded workers’ leave rights with the enactment of Senate Bill No. 209 (SB 209) and Assembly Bill No. 190 (AB 190).
