Though in August summer is almost over and fall is just about upon us, federal, state, and local developments concerning the minimum wage, tips, and overtime transcend the seasons.
As they wait for the political process to play out, UK employers should familiarize themselves with the work authorization policies likely to be in place beginning November 1, 2019.
The EEOC has announced that it will not seek approval from the Office of Management and Budget to collect detailed employee compensation data on its Form EEO-1 next year.
The NLRB has invited briefing regarding the standards for determining whether “profane outbursts and offensive statements of a racial or sexual nature, made in the course of otherwise protected activity,” should lose their Section 7 protection.
A high-level discussion on the critical do’s and don’ts of handling harassment allegations in Europeand how the investigative process in Europe differs from what employers may find customary in the U.S.
The Federal Court of Canada recently confirmed that an employee’s signed release and settlement agreement will not preclude a complaint for unjust dismissal, but may affect the compensation awarded if the employee was unjustly dismissed.
The 7th Circuit recently held that the trustees of a multiemployer pension plan could not agree to an employer’s installment payment plan of its withdrawal liability after the trustees had demanded full payment following the employer’s default.
Students across the country are heading back to school, but most state legislatures are either in recess or have adjourned for 2019. States that were still in session in August did advance several significant bills.
On August 30, 2019, California Governor Gavin Newsom signed Senate Bill 778, delaying mandatory anti-harassment training deadlines, and resolving confusion about retraining requirements for certain employees who already received training in 2018 or 2019.
On Friday, August 30, 2019, the California State Senate Appropriations Committee approved controversial legislation—Assembly Bill 5—that would potentially reclassify millions of independent contractors as “employees” under California state labor laws.
