After a “gut and replace” of Illinois Senate Bill 208 at the beginning of the 2023 legislative session, the Paid Leave for All Workers Act passed both houses of the legislature on January 10, 2023.
Minnesota is poised to join at least 19 other states in enacting a CROWN Act, which stands for “Creating a Respectful and Open World for Natural Hair.”
The continued filing of lawsuits against employers under the FCRA underscores the need for in-house counsel, Human Resources, and Talent Acquisition to comply with the statute, especially the “pre-adverse action” notice requirement.
Currently pending in the NJ Legislature is a bill that would upend decades of New Jersey jurisprudence governing restrictive covenants in employment contracts and severance agreements, and impose an array of new requirements for restrictive covenants.
A new rule will require employers with stock listed on a national security exchange to implement a policy that provides for the recovery of erroneous payments to current and former executive officers.
On January 10, 2023, Governor Philip D. Murphy signed into law S3162 / A4768, which makes the 2020 amendments to NJ WARN effective 90 days from his signature, irrespective of whether a State of Emergency still exists.
The non-emergency COVID regulation adopted by the Cal/OSHA Standards Board at its meeting on December 15, 2022, will not become effective until approved by the Office of Administrative Law (OAL), which is expected to occur in January 2023.
On January 5, 2023, the Federal Trade Commission published a proposed rule that, if it became final, would ban all non-compete agreements with limited exceptions.
California’s Civil Rights Council has issued draft revisions to FEHA regulations governing an employer’s use and consideration of a job applicant’s criminal history in making employment decisions.
