News & Analysis

Ontario’s Superior Court of Justice held that because a termination for cause provision in an employment contract defined “cause” more broadly than does the Employment Standards Act, 2000 it was unenforceable.

The Euless, Texas Fair Overtime and Scheduling Standards Ordinance that imposed predictive scheduling obligations on covered employers is no more.

NLRB General Counsel Memorandum 25-01 urges the Board to seek “make whole” remedies for non-compete agreements that run afoul of the NLRA and alleges certain “stay-or-pay” arrangements are unlawful unless narrowly tailored.

This Littler Lightbulb highlights some of the more significant employment law developments in federal courts of appeal in the last month.

At the November 5, 2024 election, California voters will determine the fate of Proposition 32, which proposes to increase the state minimum wage and provide for automatic future adjustments tied to inflation.

On October 1, 2024, Maryland’s Pay Stub/Pay Statement and Pay Transparency laws went into effect.

Littler’s seventh annual survey report explores the top issues impacting the European workplace – from national election outcomes and the rapid adoption of AI to ESG initiatives and emerging compliance challenges.

Effective October 10, 2024, employers in San Diego County must assess compliance with new criminal record screening regulations. The ordinance applies only in the unincorporated areas of San Diego County.

There has been growing interest in the therapeutic potential of psychedelic drugs in recent years. How does this affect employers?

A recent Sixth Circuit decision provides some guidance to employers regarding bargaining obligations during exigent circumstances like the COVID-19 pandemic or other public health emergencies.