Two noteworthy developments have occurred since the California Fair Employment & Housing Council released draft revisions to the state’s employment non-discrimination laws that relate to the nascent law surrounding the use of AI in employment.
On March 21, 2022, the Oregon Bureau of Labor and Industries (BOLI) adopted a permanent rule, effective April 1, 2022, that expands the reasons employees can use leave under Oregon’s paid sick and safe leave law during a public health emergency.
Since March 12, 2020, there have been 5,659 lawsuits (including 646 class actions) filed against employers due to alleged labor and employment violations related to the coronavirus.
On March 24, 2022, the Massachusetts Supreme Judicial Court handed down a key ruling that could have a significant impact on franchising across the state.
The 11th Circuit recently upheld a decision that an 18% restaurant service fee was not a “tip” and was properly used by the restaurant to satisfy its minimum wage obligations under the FLSA and requirements of the Section 207(i) FLSA exemption.
In the last few years, a flurry of state privacy legislation has bolstered protections for everything from biometric data to rights of deletion. Location data is no exception.
The New York City Commission on Human Rights (NYCCHR) has published a fact sheet providing guidance on the heavily anticipated salary transparency law, which will take effect on May 15, 2022.
In November, USCIS announced it would recognize nonimmigrant spouses of those holding E and L visas as employment authorized incident to their valid status. The documents required to show proof of work authorization were recently updated.
