This month's edition of WPI's Insider Report includes articles on the Administration's push to finalize rules before the November elections, legislative and litigation steps to thwart those efforts, and state bills and ordinances that have advanced.
The IRS is inviting comments on several new compliance questions contained in the 2015 IRS Form 5500/5500-SF, the annual report filed by retirement plans with the DOL and the IRS.
OSHA recently issued two rules implementing the whistleblower protections under the Consumer Financial Protection Act of 2010 and the Moving Ahead for Progress in the 21st Century Act.
In March 2016, the Corporate Human Rights Benchmark published its “Pilot Methodology,” revealing plans for a publicly available, comparative, year-on-year “snapshot” of the human rights performance of the largest 500 companies.
On Monday, April 4, 2016, California Governor Jerry Brown signed Senate Bill 3 into law. This measure will increase the state minimum wage, in steps, to $15 to per hour, and expand paid sick leave benefits to certain workers.
A growing number of states are tightening conditions on restrictive covenants. As of March 22, 2016, Utah has now joined their ranks with its “Post-Employment Restrictions Act,” HB 251.
It has long been clear that the ADA protects alcoholism if it qualifies as a “disability.” That said, courts have consistently held that employers can have legitimate work rules that prohibit alcohol use in the workforce.
Seattle, Washington has amended the quartet of laws addressing labor standards. These changes affect, among other things, notice and posting requirements and also strengthen enforcement.
Approximately one week before changes to Charlotte’s non-discrimination ordinances were to take effect, the State of North Carolina enacted a law that not only invalidates the amendments, but has broader implications for all state discrimination claims.
On March 24, 2016, the Austin City Council passed the Fair Chance Hiring Ordinance, which will prohibit most employers from asking questions about or considering an individual’s criminal history until after making a conditional offer of employment.
