The Supreme Court’s decision in Loper Bright may serve to limit federal agencies’ guidance on an employer’s use of AI in the workplace. State and local laws and regulations governing AI, on the other hand, may proliferate.
The Amendment is a milestone in the broader ongoing effort to resolve BIPA’s vague statutory language and courts’ expansive interpretations of the law.
Employers now have an enhanced ability to challenge OSHA’s most broadly-enforced regulations, such as the agency’s widely-cited General Duty Clause to issue violations in the absence of a specific standard.
Under current federal law, employers may legally require workers to attend meetings during working hours that concern the employer’s views on politics, religion and similar matters.
The new law is scheduled to take effect immediately and is aimed at prohibiting employers from discharging or disciplining employees who refuse to attend mandatory employer-sponsored meetings.
The new rule is scheduled to be published in the Federal Register on August 1, taking effect 60 days later on September 30, 2024. The Final Rule will apply to petitions filed after September 30, 2024.
After years of litigation, the California Supreme Court upheld Proposition 22, a voter-approved law allowing app-based drivers to work as independent contractors.
On July 3, 2024, the U.S. District Court for the Northern District of Texas issued a limited stay and preliminary injunction of the FTC’s final rule that would render almost all non-compete agreements, with very limited exceptions, unenforceable.
