Draft regulations would dramatically expand the liability exposure and obligations of employers and third-party vendors in California that use, sell, or administer employment-screening tools or services that use AI in decision-making.
The Ontario Court of Appeal recently dismissed the employer’s appeal of a lower court decision in which the trial judge held “exceptional circumstances” existed to justify making an award that exceeded the 24-month “high end” amount of reasonable notice.
The Wisconsin Supreme Court has provided much-needed relief to Wisconsin employers by clarifying the state’s background check law, the Wisconsin Fair Employment Act.
In Nader v. University Health Network, 2022 ONSC 447, the court examined the language of a secondment agreement and concluded that the plaintiff-employee was not a fixed-term employee of the organization to which he was seconded.
As expected, in the UK there has been an increase in employees seeking to bring claims of automatic unfair dismissal where they have been dismissed for safety-related reasons stemming from COVID-19.
Through one sentence in a 304-page bill enacted in 2021, SB 21-271 criminalized violations of Colorado’s restrictive-covenant statute, section 8-2-113, C.R.S. Effective March 1, 2022, violations of section 8-2-113 are a Class 2 Misdemeanor.
New York City marked the end of 2021 by enacting a law that will make it challenging, if not infeasible, to use a broad swath of algorithmic, computerized tools to review, select, rank or eliminate candidates for employment or promotion.
