Three months into the new legislative year, with all but a handful of state legislatures currently in session, several employment law trends for 2024 have emerged.
SB 1515, which the governor is expected to sign, provides some relief to employers under the state’s various leave laws by amending Paid Leave Oregon and the Oregon Family Leave Act (OFLA) to better align.
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.
An arbitrator dismissed a union’s policy grievance on the grounds that the employer could count approved sick days paid at 100% of weekly earnings under its short-term disability benefits plan as paid medical leave days under the CLC.
Planning and preparation before natural events occur allows employers to best support their workforces and the stability of their businesses when unfortunate natural events happen.
On March 1, 2024, the Centers for Disease Control and Prevention announced that it is updating its COVID-19 guidance and is no longer recommending that individuals who test positive for COVID-19 isolate for five days.
The UK Government has laid draft sets of Regulations before Parliament which are due to come into force on March 8, 2024, and will make changes to the current statutory paternity leave scheme.
Managers need to know how to recognize the employee who needs assistance, how to communicate effectively with them, and then properly raise the conversation to HR.
Currently, employees in the UK on statutory maternity, adoption or shared parental leave who are at risk of redundancy have priority rights to be offered a suitable alternative vacancy (but only where such a vacancy exists).
In this article, we take a step back to look at some of the key employment law trends and challenges that UK employers are likely to face over the coming year and how best to be ready to deal with them.
