On November 19, 2020, the California Occupational Safety and Health Standards Board voted unanimously to pass the California Division of Occupational Safety and Health’s Emergency COVID-19 Prevention Regulation.
On November 16, 2020, the CDC modified its guidance for “critical infrastructure” employers on whether they can permit asymptomatic workers to continue to work after exposure to an individual with a suspected or confirmed case of COVID-19.
Citing a resurgence of COVID-19 cases in Pennsylvania with significantly higher daily case counts than in the spring and rising hospitalizations, Commonwealth Secretary of Health Dr. Rachel Levine announced additional COVID-19 mitigation efforts.
A California court recently took the unprecedented step of applying section 16600 of the state’s Business and Professions Code to void the scope of non-disclosure provisions on confidential information and set aside an arbitration award.
This Insight provides a rates-only update that details scheduled state- and local-level wage increases throughout 2021 so employers can determine the minimum amount they must pay non-exempt, tipped, and certain exempt employees.
Littler’s latest survey finds employers focused on the implications of the extended remote work environment and the workplace policy changes ahead under a new presidential administration.
What executive and regulatory actions might the Biden administration take with respect to DACA, travel bans, and H-1B visas? This podcast discusses possible immigration policy changes in the year ahead.
The British Columbia Court of Appeal recently overturned a decision to award aggravated damages to an individual whose job was terminated before his employment began because the manner of dismissal did not cause the requisite “mental distress.”
On November 10, 2020, the Michigan Occupational Safety and Health Administration (MIOSHA) issued an Agency Instruction creating a state emphasis program (SEP) to help ensure office workers are protected from COVID-19.
In a recent decision, the Queen’s Bench for Saskatchewan considered whether an employee’s notice period should be calculated solely on her most recent years of service, or on the totality of her years of service.
