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.
In a recent case, the Court of Appeal for Ontario decided that an employee’s right to purchase shares of his employer’s parent corporation under a Shareholders’ Agreement would be governed by that agreement, including upon termination of his employment.
The Ontario Court of Appeal reduced a notice period award to a separated employee, which had exceeded the normal "cap," and also held that the employer could not enforce a termination provision in a bonus plan due to lack of meaningful employee notice.
The Rhode Island Supreme Court recently held that the Airline Deregulation Act preempts Rhode Island law requiring premium pay for Sunday and holidays. This decision may allow employers in other industries to challenge the state premium pay law as well.
Oregon's new law prohibits employers from entering into agreements containing nondisclosure terms, requires employers to adopt specific written policies, and enlarges the period for filing discrimination claims.
On June 3, 2019, the U.S. Supreme Court held in Fort Bend County v. Davis that the requirement to file a charge of discrimination with the EEOC (or relevant state or local agency) is not a jurisdictional prescription to a lawsuit’s claim under Title VII.
On March 21, 2019, the South Carolina Supreme Court answered a certified question that will impact third-party vendors under contract with South Carolina employers to conduct employee drug testing.
The Ninth Circuit recently held that Native American tribes have the authority to regulate workplace misconduct and bring claims in tribal court for torts their non-member employees commit in the scope of their employment.
A recent federal court decision opened the door for employers to recruit and hire candidates who are either recent graduates or have limited work experience without risking liability for certain claims of age discrimination.
