As they tick more days off their 2020 calendars, employers with California operations wonder whether, and which, emergency paid sick leave laws might continue into 2021.
On December 16, 2020, the U.S. Equal Employment Opportunity Commission issued much-anticipated guidance to employers considering COVID-19 vaccination programs for their employees.
On December 8, 2020, Pittsburgh’s City Council unanimously passed a Temporary COVID-19 Paid Sick Leave Ordinance, which Mayor Peduto signed on December 9, 2020.
There have been innumerable tales (or tails) about emotional support animals, such as peacocks, pigs, monkeys and turtles getting a free ride with their owners on commercial flights. The days of the flying petting zoo, however, are ending.
Littler’s latest survey finds employers focused on the implications of the extended remote work environment and the workplace policy changes ahead under a new presidential administration.
On October 27, 2020, the British Columbia Human Rights Tribunal (BCHRT) released its decision regarding the last remaining issue remitted to it by the Court of Appeal in Suen v. Envirocon Environmental Services.
As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
While payment of benefits under Connecticut Paid Family and Medical Leave Act will not start before January 2022, important employer obligations take effect in less than two months.
Although some courts have upheld an employer’s right to require an employee to notify multiple parties about FMLA leave, others have limited employer options.
