The new tax year is swiftly approaching, along with new statutory rates, limits and changes to employment law in England and Wales that HR practitioners should be aware of.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
The Court of Appeal for Ontario affirmed the lower court’s finding that an invalid without-cause termination clause in an employee’s employment agreement does not invalidate a fixed-term clause, and that a fixed-term clause is not a termination clause.
The Ontario Superior Court of Justice, Divisional Court rejected an employer’s argument that the Human Rights Tribunal of Ontario lacked jurisdiction to hear its case.
The D.C. Circuit sent an unfair labor practice case back to the NLRB because the agency failed to consider the contract-based defenses of an employer accused of violating Section 8(a)(5) of the National Labor Relations Act.
On March 7, 2024, Mexico’s Ministry of Labor and Social Welfare published a Gender-Focused Protocol for Labor Inspections, designed as a tool for labor inspectors to assess employers’ compliance with the gender equality laws.
La Secretaría del STPS publicó un Protocolo para la Inspección Laboral con Perspectiva de Género, diseñado como una herramienta para que los inspectores laborales evalúen el cumplimiento de las leyes de igualdad de género por parte de los empleadores.
On March 29, 2024, the Office of Management and Budget (OMB) published revisions to Statistical Policy Directive No. 15: Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity (SPD 15).
On March 21, 2024, the United Nations (UN) adopted a landmark resolution on the promotion of “safe, secure and trustworthy” artificial intelligence (AI) systems.
On March 1, 2024, the U.S. Court of Appeals for the D.C. Circuit clarified the rules that apply when employers distribute information and observe employees during union campaigns.
