Japan hosted the Olympics in 2021—a delay of one year due to the pandemic and executed with tight COVID restrictions. Despite the empty stands, the Olympic spirit for athletes and spectators (watching from home) endured.
On July 31, 2024, the Michigan Supreme Court, in a 4-to-3 decision, found unconstitutional legislative amendments that significantly revised minimum wage, tip, and paid sick leave standards.
Different leave eligibility requirements and qualifying circumstances can tangle up even the most experienced HR professionals and leave administrators.
The 2024 Summer Olympic Games begin July 26. To celebrate this international event, Littler offices around the globe will share key changes in labor and employment laws that have transpired since the last time their countries hosted the Olympic games.
While it may seem like a great way to enhance employee benefits, companies will want to carefully review the impetus for creating such policies, the risks involved, and determine if they are best suited for their employee population and business.
This Littler Lightbulb highlights some of the more significant employment law developments at the U.S. Supreme Court and federal courts of appeal in the last month.
As federal regulators, states and cities continue to pass new workplace regulations through the calendar year, we summarize each state’s notable labor and employment law updates.
Effective June 19, 2024, New York employers will be required to provide up to 30 minutes of paid lactation breaks to employees each time an employee has a reasonable need to express breast milk at work.
The Pregnant Workers Fairness Act adopts the concepts of reasonable accommodation, the interactive process, and undue hardship that we all are familiar with under the ADA, but there are some key differences between the PWFA and the ADA.
