On the first day of its new term, the United States Supreme Court sidestepped another opportunity to determine the constitutionality of President Obama’s executive immigration reforms.
On September 29, 2016, the DOL issued its long-awaited final rule to implement Executive Order 13706, which requires covered federal contractors to provide employees with up to seven days of paid sick leave per year.
California Governor Jerry Brown signed Assembly Bill No. 1843, which amends the California Labor Code to prohibit employers from considering certain juvenile records for employment purposes.
On September 25, 2016, Governor Brown signed into law a new California Labor Code provision (Section 925) that is likely to have major repercussions for contracts with employees who live and work primarily in California.
Although the California Legislature sent Governor Jerry Brown bills on bed bugs, powdered alcohol, and making denim the official state fabric, the laws enacted in 2016 affecting the state’s private-sector employers were decidedly less exotic.
Earlier this year, the U.S. Department of Labor (DOL) announced plans to revive the Contingent Worker Supplement (CWS) to the upcoming Current Population Survey, in an effort to capture a more accurate picture of the modern workforce.
On September 29, 2016, the Equal Employment Opportunity Commission (EEOC) announced that starting in March 2018, it will collect summary employee pay data from certain employers on revised EEO-1 Reports.
On November 8, voters across the country will head to the polls to determine the next president. How should employers respond when politics inevitably spills over to the workplace?
A court recently denied the EEOC’s summary judgment motion in a case that directly challenged an employer’s wellness program requiring employees who sought health plan coverage with a wellness component to undergo a medical exam or pay higher premiums.
