A little more than a year after a U.S. Army veteran kept his case alive at the Supreme Court, a Texas jury voted unanimously to award him $2.49 million on the claim that his former employer failed to accommodate his service-connected disabilities.
On August 8, 2023, Puerto Rico’s government enacted Act No. 88-2023, known as the “Puerto Rican Military Code of the 21st Century.” This new law addresses an armed forces member’s entitlement to protected military leave and reinstatement rights.
Fiduciaries of 401(k) and other retirement plans continue to be targeted by class action lawsuits brought under the Employee Retirement Income Security Act (ERISA) challenging fiduciary decisions regarding investment options and administrative fees.
In the coalition agreement of 2021, Germany’s Federal Government had already announced that it intended to “evaluate the General Equal Treatment Act, close protection gaps, improve legal protection and expand the scope of application.”
The United States Court of Appeals recently shed light on when—and under what conditions—a plaintiff may seek a monetary recovery under § 502(a)(3) of ERISA. Section 502(a)(3) authorizes courts to award only “equitable relief.”
On October 4, 2023, Governor Gavin Newsom signed SB 616, which arguably results in the most significant changes to California’s statewide paid sick and safe leave law since the Healthy Workplaces, Healthy Families Act (HWHFA) was first enacted in 2014.
The DOL issued its 2022 Findings on the Worst Forms of Child Labor Report analyzing the state of child labor in 131 countries and territories, including the U.S., and outlining jurisdiction-specific recommendations to combat illegal child labor practices.
In a recent case the employment tribunal ruled that a journalist was unfairly dismissed for refusing to install a work-related app on her personal phone.
The Supreme Court of British Columbia found that an employer had just cause for the dismissal of a full-time employee who worked on a side business during working hours and did not provide the employer full-time service.
