Considering the passage of the Speak Out Act limiting the use of pre-dispute nondisclosure and non-disparagement clauses involving sexual assault and sexual harassment claims, how do you recommend we revise those documents?
In this seventh and final part of this series, we examine the most common mistakes foreign employers make in Argentina and France, and what can be done to help avoid them.
On December 9, 2022, New York State amended the Nursing Mothers in the Workplace Act to provide additional specifications for lactation rooms and to impose new written policy requirements on all employers.
The New Jersey Department of Labor and Workforce Development has announced what it calls a “comprehensive enforcement strategy” to target employers in specific industries—namely, commercial laundromats and multi-unit residential construction.
On December 12, 2022, Ontario published Regulation 559/22: Naloxone Kits, which provides additional information about the new employer naloxone kit requirement.
A new law renders unenforceable non-disclosure and non-disparagement clauses related to allegations of sexual assault and/or sexual harassment and that are entered into “before the dispute arises.”
Court of Appeal for British Columbia decides Canada Emergency Response Benefit (CERB) payments issued to those who stopped working due to the pandemic should not be deducted from wrongful dismissal damages awards.
New York City is deferring enforcement of its first-in-the-nation regulation of the use of AI-driven hiring tools (Local Law 144 of 2021), which was initially slated to go into effect on January 1, 2023.
The First Circuit recently ruled that an insurer owes a fiduciary duty to all employees enrolling in group benefit plans to verify eligibility for coverage at or near the time of enrollment under ERISA.
