In a matter of first impression for federal courts, the N.D. of Illinois found that a pension fund cannot use post-2014 contribution rate increases made pursuant to a rehabilitation plan to calculate an employer’s withdrawal liability payment amount.
An investigator’s role in an investigation is to gather facts, but there are times when they need to recognize the signs of trauma, and understand how it affects complainants, respondents, witnesses, and the accuracy of investigative data.
On November 29, 2023, Prince Edward Island’s Bill 106, An Act to Amend the Employment Standards Act, received Royal Assent. Bill 106 will come into force on October 1, 2024.
The new tax year is swiftly approaching, along with new statutory rates, limits and changes to employment law in England and Wales that HR practitioners should be aware of.
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.
The Court of Appeal for Ontario affirmed the lower court’s finding that an invalid without-cause termination clause in an employee’s employment agreement does not invalidate a fixed-term clause, and that a fixed-term clause is not a termination clause.
The Ontario Superior Court of Justice, Divisional Court rejected an employer’s argument that the Human Rights Tribunal of Ontario lacked jurisdiction to hear its case.
The D.C. Circuit sent an unfair labor practice case back to the NLRB because the agency failed to consider the contract-based defenses of an employer accused of violating Section 8(a)(5) of the National Labor Relations Act.
On March 7, 2024, Mexico’s Ministry of Labor and Social Welfare published a Gender-Focused Protocol for Labor Inspections, designed as a tool for labor inspectors to assess employers’ compliance with the gender equality laws.
La Secretaría del STPS publicó un Protocolo para la Inspección Laboral con Perspectiva de Género, diseñado como una herramienta para que los inspectores laborales evalúen el cumplimiento de las leyes de igualdad de género por parte de los empleadores.
