In a recent decision, the NLRB adopted the broader, more employer-friendly “contract coverage” standard for evaluating whether an employer is required to negotiate with a union about a particular topic.
On September 18, 2019, California’s governor signed A.B. 5 into law, dramatically reshaping the contours of the state’s workforce and economy, and potentially reclassifying two million independent contractors as employees for purposes of state labor laws.
Just hours before California’s 2019 legislative session ended, the California Assembly approved a bill (A.B. 25) that, if enacted, would substantially narrow the application of the California Consumer Privacy Act to employers.
Littler’s International Employment Law Practice Group includes experienced practitioners who help employers tackle local and multinational legal issues. Here, the group shines a light on pivotal developments in several Latin American countries.
The National Labor Relations Board recently issued a decision, officially rejecting the idea that employers that allow civic organizations to fundraise on their property must also allow nonemployee union agents to solicit on employer property unfettered.
The Seventh Circuit recently affirmed a National Labor Relations Board decision that tried to draw a line between protected strike activity and misconduct that warrants discipline or discharge.
On September 9, 2019, the NLRB issued a decision clarifying an earlier ruling and reinstating the traditional community of interest standard for bargaining unit determinations.
The California legislature has passed a bill that entirely redefines the standard for determining whether a person providing labor or services for remuneration may be classified as an independent contractor rather than an employee.
