The countdown for new legislation in Ireland requiring large companies to report on differences in pay between men and women has begun, with many Irish employers required to prepare and submit gender pay gap reports in December.
In 2022, gun laws remain top of mind for many Americans, but particularly employers. The Supreme Court ended its 2022 term with a series of bombshell opinions, and one opinion in particular may indirectly impact gun rights in the workplace.
The Court of Queen’s Bench of Alberta recently dismissed an employee’s claim that he had been constructively dismissed when his employer did not accommodate him with a mask exemption and put him on indefinite unpaid leave.
Over the past few years, cities and counties have gotten into the business of regulating the workplace, an area previously reserved to federal and state governments. Many local jurisdictions have focused particular attention on the hospitality industry.
The Working for Workers Act, 2022 requires certain employers to create and disseminate a written policy for all employees with respect to electronic monitoring of employees. The government has issued new guidance for such a policy.
The Court of Appeal for Ontario was satisfied with the reasonableness of the Human Rights Tribunal of Ontario’s finding that the Ministry of Health subjected midwives to pay discrimination on the basis of gender.
Because the Alberta appellate court found the relevant termination clause to be ambiguous, it referred the matter back to the lower court for a determination of common law reasonable notice.
On July 12, 2022, the U.S. Equal Employment Opportunity Commission updated its COVID-19 FAQs, with specific emphasis on viral testing, antibody tests, and other issues relating to workplace safety.
In celebration of the 50th anniversary of Title IX of the Education Amendments of 1972 (Title IX), on June 23, 2022, the U.S. Department of Education (DOE) issued its anticipated proposed rule to amend Title IX’s implementing regulations.
NLRB reaffirmed that regional directors have authority to dismiss representation and decertification petitions if they determine there is merit to a ULP charge involving misconduct “that would irrevocably taint” the petition and election.
