News & Analysis

This quarter, the newsletter includes updates from 49 countries, featuring developments pertinent to various regional and industry-specific labor and employment issues.

On July 9, 2024, the U.S. Court of Appeals for the Fifth Circuit took the latest step in a continuing controversy about when obscenity or other misconduct by a worker, while raising otherwise protected job complaints, justifies that worker’s termination.

While it may seem like a great way to enhance employee benefits, companies will want to carefully review the impetus for creating such policies, the risks involved, and determine if they are best suited for their employee population and business.

On April 29, 2024, the EEOC also released the long-anticipated update to its enforcement guidance on harassment in the workplace.

Companies in Minnesota that work with independent contractors should be aware of a new legal risk.

On July 2, 2024, a federal court in Alabama issued its decision denying the U.S. Department of Labor (DOL) a preliminary injunction over child labor allegations at a poultry facility in Alabama.

The Third Circuit in Johnson v. NCAA ruled that athletes at NCAA Division I schools may be considered employees under the Fair Labor Standards Act.

On July 12, 2024, the EU AI Act was published in the European Union Official Journal, which is the final step in the EU legislative process.

The British Columbia Court of Appeal has upheld a lower court’s decision that a termination clause in an employment agreement was enforceable because it was neither ambiguous nor non-compliant with the Canada Labour Code.

The 11th Circuit recently granted a preliminary injunction prohibiting a venture capital fund from awarding grants based on race and gender.