Canadian law clearly requires employers to accommodate employees with disabilities unless it causes an undue hardship. But how are employers to deal with employees on medical leave who do not communicate with the employer?
A recent decision puts employers in Ontario on notice that if they re-hire an employee who has a history of victimizing a current employee, and the current employee finds continued employment intolerable, they risk liability for constructive dismissal.
On April 12, 2019, Illinois Governor J.B. Pritzker (D) signed legislation effectively banning local governments from passing right-to-work ordinances. The law took effect immediately.
The Puerto Rico DOL has issued a last-minute administrative determination allowing employers to submit their quarterly unemployment returns corresponding to the first quarter of 2019 on paper instead of electronically.
On April 24, 2019, Dallas became the third city in the Lone Star State to adopt an ordinance requiring all private employers to provide paid sick leave to employees, following Austin and San Antonio.
The CCPA potentially could impose substantial compliance burdens on and create significant class-action exposure for every employer that employs California residents and has more than $25 million in annual gross revenues.
The 2019 session was a busy one for the Arkansas General Assembly, as the state enacted at least nine labor and employment-related measures in its recently concluded legislative session. Most of these new laws will take effect in July 2019.
On April 24, 2019, the U.S. Supreme Court held that even if an arbitration agreement is ambiguous as to whether classwide arbitration is permitted, that is insufficient to find that the parties consented to class arbitration.
The Second Circuit recently rejected its prior precedent, joining the Fourth, Sixth, and Seventh Circuits in adopting a “but-for” causation standard in disability discrimination cases brought under the federal Rehabilitation Act of 1973.
