It is crucial to conduct an effective investigation so that the company can take proper action based on the accurate understanding of what happened. It can also be a legal requirement to investigate a complaint depending on the country.
The California Supreme Court has held that meal period and rest break violations can also trigger derivative claims for waiting time penalties and wage statement penalties.
On April 27, 2022, the Chicago City Council amended the city’s sexual harassment ordinance with the express purpose of promoting zero tolerance of violence and harassment in the workplace.
The Employee and Retiree Access to Justice Act seeks to ban arbitration and discretionary clauses in employer-sponsored benefit plans governed by the Employee Retirement Income Security Act (ERISA).
An arbitrator recently dismissed a union grievance disputing that the unilateral imposition of a mandatory vaccination practice was a reasonable exercise of management rights and responsibilities under the collective agreement.
On May 10, 2022, Governor John Carney signed into law the Healthy Delaware Families Act, adding Delaware to an expanding list of jurisdictions with a paid family and/or medical leave (PFML) requirement.
Littler attorneys discuss how their journeys to leadership were built on promoting collaboration, finding community and creating opportunities for other diverse attorneys.
On May 12, 2022, the U.S. Equal Employment Opportunity Commission (EEOC) issued a “Technical Assistance” document addressing compliance with ADA requirements and agency policy when using AI and other software to hire and assess employees.
On May 12, 2022, the Ontario Court of Appeal released its long-awaited decision in a case concerning whether an Ontario regulation precludes an employee who was laid off during the pandemic from claiming constructive dismissal at common law.
The New York State Senate is poised to pass an employee-friendly bill that would amend New York’s lien law to enable employees to, upon filing a wage claim, obtain a temporary lien against their employer’s (or alleged employer’s) assets.
