On July 2, 2019, Mexico’s government published a decree to assist in the implementation of a pilot program that gives domestic workers access to social security and health care benefits.
On July 3, California made history by enacting the Creating a Respectful and Open Workplace for Natural Hair (CROWN) Act, becoming the first state to ban discrimination on the basis of hairstyles associated with race.
This paper provides healthcare employers with an overview of key labor and employment issues facing the industry. Topics include traditional labor law issues, business restructuring, discrimination, wage and hour matters, and other pertinent areas.
Residents and employers along the Gulf of Mexico are watching carefully as Tropical Storm Barry approaches New Orleans, expecting to make landfall sometime this weekend.
In a significant decision for employers, a Colorado appellate court recently upheld an employer’s policy requiring forfeiture of accrued, unused vacation at separation of employment, finding the policy did not violate the Colorado Wage Claim Act.
With the number, type, and scope of paid leave laws constantly expanding, employers may struggle to adapt successfully and quickly to the changing legal landscape. This article shines a light on five key issues to consider when administering paid leave.
On July 10, 2019, New York Governor Andrew Cuomo signed legislation significantly expanding the protections of New York’s Pay Equity Law, and imposing a ban on inquiries into an applicant’s salary history.
The United Kingdom Court of Appeal recently held that it is not discriminatory for enhanced shared parental leave pay (mostly claimed by men) to be paid by employers at a lower rate than enhanced maternity leave pay (claimed by women).
The U.S. Department of Health and Human Services (HHS) issued proposed regulations interpreting the anti-discrimination provisions of the Affordable Care Act (ACA), changing prior interpretations that prohibit discrimination based on gender identity.
The NLRB has adopted a new standard that applies to an employer’s anticipatory withdrawal of union recognition, and set forth a new framework for determining whether a union has reacquired majority status.
