After the UK general election was announced, the following legislation was approved by Parliament during what is known as 'the wash-up' period towards the end of May 2024.
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.
Employers now have an enhanced ability to challenge OSHA’s most broadly-enforced regulations, such as the agency’s widely-cited General Duty Clause to issue violations in the absence of a specific standard.
Under current federal law, employers may legally require workers to attend meetings during working hours that concern the employer’s views on politics, religion and similar matters.
The new law is scheduled to take effect immediately and is aimed at prohibiting employers from discharging or disciplining employees who refuse to attend mandatory employer-sponsored meetings.
Different leave eligibility requirements and qualifying circumstances can tangle up even the most experienced HR professionals and leave administrators.
Starting one year from the date of enactment, July 31, 2025, any employer with 25 or more employees within Massachusetts will be required to disclose the pay range for any job posting.
On July 24, 2024, California’s Department of Industrial Relations announced that the Indoor Heat Illness Prevention regulation, which the Cal/OSHA Standards Board unanimously approved on June 20, 2024, would take effect immediately.
On July 24, 2024, the Governor of Puerto Rico, Hon. Pedro Pierluisi, signed into law Senate Bill 1282, the Law Against Discrimination Based on Hair Styles.
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.
