On June 14, 2022, Canada announced that, due to the country’s improved public health situation, certain vaccination requirements are suspended as of June 20.
It used to be that employers had the luxury of waiting until January 1 to be vigilant for new employment laws and compliance challenges. For the past several years, we have reported on employment and labor laws taking effect mid-year.
On June 21, 2022, the Biden administration released its Spring 2022 Unified Agenda of Regulatory and Deregulatory Actions. These semi-annual regulatory agendas outline federal agency goals for the months ahead.
In the first such decision from a federal appellate court, the Fifth Circuit has ruled the COVID-19 pandemic is not a “natural disaster” that exempts employers from providing advance notice of mass layoffs and plant closures under the WARN Act.
On May 4, 2022, the U.S. Department of Homeland Security issued a Temporary Final Rule automatically extending the work authorizations for certain renewal applicants listed on the USCIS website.
On June 20, 2022, Governor Pedro Pierluisi signed into law Act No. 41-2022, instituting drastic changes to labor and employment laws in Puerto Rico and extending employment rights for employees in the private sector.
Employers subject to provincial legislation that have employees in Ontario often ask about legislative requirements under various employment statutes, including mandatory policies, training and postings.
A recent wrongful dismissal opinion from the Ontario Superior Court of Justice weighed the impact of the pandemic and alleged failure to mitigate when deciding how much reasonable notice damages were owed the plaintiff.
On June 8, 2022, the California Department of Public Health (CDPH) issued an Order (June 8th Order) defining “Close Contact” and “Infectious Period” for purposes of the CDPH’s Isolation and Quarantine Guidance issued on April 6, 2022.
The United States Supreme Court’s decision in Viking River Cruises, Inc. v. Moriana will dramatically impact employers’ rights to enforce arbitration agreements related to claims under California’s Private Attorneys General Act (PAGA).
