Ninth Circuit finds plaintiff's allegations of inaccurate reporting of information about his marital status, age, education background and employment history constitute harm sufficiently concrete to satisfy the injury-in-fact requirement for standing.
This Report addresses how a U.S.-based multinational can expand or improve its EEO (discrimination, harassment, diversity, affirmative action) initiatives outside the United States, regionally or around the world.
On August 10, 2017, the Puerto Rico Secretary of Labor and Human Resources issued and made effective the Uniform Guidelines for the Self-Assessment of Equal Pay in the Workplace.
A new Oregon statute will require certain large employers to provide their Oregon employees with advance notice of their work schedules. The notice period will initially be 7 days starting next year before increasing to 14 days in 2020.
More than two years after Emeryville, California’s Minimum Wage, Paid Sick Leave, and Other Employment Standards Ordinance took effect on July 2, 2015, the City Manager adopted implementing regulations.
This month's Insider Briefing explains how health care reform efforts failed, discusses the status of the ACA and how it could still be altered, and reviews the latest regulatory efforts to shape labor and employment law in the new administration.
In Merrifield v. The Attorney General of Canada et al., the Ontario Superior Court of Justice recently reconfirmed the existence of the standalone tort of harassment.
On August 2, 2017, President Trump unveiled the revised RAISE (Reforming American Immigration for Strong Employment) Act, which would create new parameters for obtaining a green card for U.S. company employees and decrease family immigration numbers.
The Minnesota Supreme Court recently held that the 2013 amendments to the Minnesota Whistleblower Act (“MWA”) abrogated the requirement that a report be made for the purpose of exposing an illegality in order to be protected under the statute.
Most businesses entering into contracts in excess of $500,000 with the state of Minnesota are required to obtain an Equal Pay Certificate from the Minnesota Department of Human Rights (MDHR) as a condition of doing business with the state.
