The U.S. Court of Appeals for the Eleventh Circuit has spoken, and employers that once relied exclusively on McDonnell Douglas might need to rethink their litigation strategy in employment-discrimination cases.
On December 13, 2023, the Legislative Chamber of Costa Rica passed Bill No. 23,449, the Law for the protection of complainants and witnesses of acts of corruption against retaliation in employment.
The new Profit-Sharing Act of November 19, 2023 sets a deadline of January 1, 2025 for companies with at least 11 employees to implement a mandatory profit-sharing scheme if they are profitable.
On December 14, 2023, the U.S. Department of Labor issued final regulations requiring the so-called “nondisplacement” of workers performing work on contracts for the federal government under the Service Contract Act (SCA).
On November 30, 2023, the Colorado Court of Appeals in Tender Care v. Barnett tested the limits of Colorado’s anti-SLAPP law in considering whether an individual’s online review of a company could invoke the protections of the anti-SLAPP law.
On December 12, 2023, California’s Labor Commissioner revised its FAQs to address changes that will occur on January 1, 2024, to the Healthy Workplaces Healthy Families Act (HWHFA), the statewide paid sick and safe leave law.
The British Columbia Court of Appeal has upheld the dismissal of an employee’s wrongful dismissal claim and the finding that his surreptitious recording of conversations with his colleagues justified the termination of his employment for just cause.
On November 30, 2023, Canada’s federal government introduced Bill C-59, Fall Economic Statement Implementation Act, 2023, which would implement proposals in the 2023 Fall Economic Statement.
On December 13, 2023, the Chicago City Council voted to delay the paid leave changes in the new Chicago Paid Leave and Paid Sick and Safe Leave Ordinance from January 1, 2024 to July 1, 2024.
SCOTUS heard arguments in a potentially pivotal case concerning whether Title VII requires plaintiffs to establish a “materially adverse” employment action, “objective tangible harm,” or an “ultimate employment decision” to state a viable claim.
