The United States Department of Labor has provided good news for gig economy employers, telling one unidentified “virtual marketplace” employer that its service providers are properly classified as independent contractors.
We’ll spare you the taxing introduction and jump straight to itemizing developments concerning the minimum wage, tips, and overtime. Highlights include new opinion letters from the U.S. Department of Labor and a variety of state and local measures.
The U.S. Equal Employment Opportunity Commission (EEOC) will require covered employers to file EEO-1 compensation data for both calendar years 2017 and 2018 by September 30, 2019.
On April 24, 2019, Dallas became the third city in the Lone Star State to adopt an ordinance requiring all private employers to provide paid sick leave to employees, following Austin and San Antonio.
The CCPA potentially could impose substantial compliance burdens on and create significant class-action exposure for every employer that employs California residents and has more than $25 million in annual gross revenues.
In response to the dangerous levels of air quality last fall after the wildfires in California, the California Division of Occupational Safety and Health has issued a proposed regulation addressing hazardous wildfire smoke exposure.
A district court has ordered the EEOC to collect detailed data on employee compensation and hours worked from covered employers sorted by job category, pay band, race, ethnicity, and gender by September 30, 2019.
The U.S. Supreme Court announced on April 22, 2019 that it will decide whether gay, lesbian, and transgender workers are expressly protected under federal civil rights law on the basis of their sexual orientation.
