Given the controversies in the news, employers might be wondering when recording is legal and what policies they can lawfully implement on recording in the workplace.
Almost two years into the new presidential administration, and with highly consequential and hotly debated mid-term elections around the corner, Littler’s Workforce Policy Institute’s Labor Day Report examines the state of the American workforce.
The September 4, 2018 edition of the Federal Register will include the updated minimum wage rates that must be paid to workers performing work on or in connection with federal contracts covered by Executive Order 13658.
Although the U.S. Department of Labor may steal the show in terms of August developments involving the minimum wage, tips, and overtime, states are by no means singing backup.
On August 29, 2018, the U.S. Court of Appeals for the Seventh Circuit issued its opinion in Robertson v. Allied Solutions, LLC, holding the plaintiff had standing to sue in federal court under the Fair Credit Reporting Act (FCRA).
While some may contend that an amendment to the Fair Credit Reporting Act imposes additional notice duties for employers, that argument does not appear to withstand scrutiny.
On August 29, 2018, Delaware Governor John Carney signed into law a bill (HB 360) addressing sexual harassment in the workplace. The new law broadly prohibits sexual harassment and retaliation, and imposes training and notice obligations on employers.
Illinois recently enacted legislation that extends the filing period for charges under the Illinois Human Rights Act, simplifies certain procedures, and aims to ameliorate administrative inefficiencies.
The DOL has issued six new opinion letters addressing various matters under the federal FLSA and FMLA, and announced the formation of an Office of Compliance Initiatives to strengthen employer compliance assistance.
On August 24, 2018, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) issued three new directives, 2018-05, 2018-06, and 2018-07.
