A recent decision—concerning the wrongful dismissal claim of a contractor who worked for a business for 10 years before becoming an employee—considers key questions about the calculation of reasonable notice, when the employee later separates.
Recently, in Bank of Montreal v. Li, 2020 FCA 22, the Federal Court of Appeal upheld a lower court's decision that federally regulated employees can make a complaint for unjust dismissal despite signing a release and settlement agreement.
Oregon’s active 2019 legislative session has prompted the need for several policy and handbook updates for employers doing business in Oregon. This Insight provides an overview of the most notable recent employment law developments in Oregon.
The Seventh Circuit recently became the second federal appellate court to address whether notice of an FLSA collective action may be sent to individuals who allegedly entered into mutual arbitration agreements waiving their right to join the action.
The Workplace Safety and Insurance Appeals Tribunal issued a welcome decision for employers when it confirmed that the Workplace Safety and Insurance Act precludes an employee's civil claim if that claim is based on harassment and bullying.
Canada saw significant developments in labour and employment law in 2019. Here is our Littler LLP overview of 15 key developments in 2019 with links to more detailed articles and commentary.
The California Supreme Court recently held that unpaid wages are not civil penalties under California Labor Code section 558 and are therefore outside the reach of California’s Private Attorneys General Act (PAGA).
New Jersey recently enacted its Wage Theft Law, transforming the state’s wage and hour laws into one of the most robust in the country. The law substantially expands the civil and criminal recourse available for nonpayment of wages and retaliation.
The Supreme Court of Puerto Rico has held that Act No. 2, which bars an employer from filing a counterclaim against the employee under an expedited adjudication process, does not preclude an employer from filing a separate and independent action.
