Since January 1, 2021, Colorado’s Healthy Families & Workplaces Act has required employers to provide up to 80 hours of supplemental public health emergency leave for conditions relating to COVID-19. That obligation ends on June 9, 2023.
In recently published guidance, Chicago corrects its position on its amended sexual harassment ordinance to clarify that the requirements of the new sexual harassment protections apply to all employers whose employees work in Chicago.
The Ontario Court of Appeal has allowed an employer’s appeal of a finding that an employee who was on a temporary leave at the time of an injury was entitled to receive long-term disability benefits, which were included in the group benefits plan.
A Dutch court recently found that a manager's WhatsApp message suggested that the employer did not renew an employee’s contract because of her pregnancy and/or her future motherhood.
A bill banning virtually all covenants not to compete (also known as non-compete agreements) is headed to the Minnesota State Senate and House of Representatives, where it is widely expected to pass.
Given a recent announcement by the Biden-Harris administration ending the COVID-19 Public Health Emergency, CMS has stated that it will “soon end” its mandatory vaccination requirement.
The U.S. Department of Transportation (DOT) has published regulations overhauling and expanding its regulated employee testing program to include oral fluids drug tests.
Generative AI, which is a type of artificial intelligence that can produce or create new content, has already started to impact the workplace in various ways.
On May 10, 2023, Florida Governor Ron DeSantis signed into law a new immigration bill (SB 1718) that will make sweeping changes for private employers with 25 or more employees.
