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.
On July 2, 2024, OSHA released the text of its highly anticipated proposed standard that, if finalized, would create the first federal standard aimed at protecting workers from exposure to heat hazards in the workplace, whether indoors or outdoors.
Long-awaited PAGA reform legislation brings significant change and some clarification to the 20-year-old law, reconciling previously ambiguous interpretations of the law, as well as adding new provisions that will have far-reaching effects.
The 2024 Colorado legislative session has concluded and resulted in several new laws affecting Colorado employers. This Insight provides an overview of some significant changes.
At the end of its 2024 term, the U.S. Supreme Court handed down four decisions limiting the power of federal agencies. While none of those decisions involved a labor and employment agency, all of them could transform labor and employment law.
A Texas federal court has issued a limited injunction of the DOL’s new rule increasing the minimum salary that certain executive, administrative, and professional employees must be paid to qualify for the so-called “white-collar” exemption under the FLSA.
On Friday, June 28, the U.S. Supreme Court overruled Chevron, USA Inc. v. Natural Resources Defense Council. Chevron often required courts to defer to federal agencies when those agencies were interpreting statutes they administer.
What do you get when you combine a business-backed ballot initiative, the state legislature and governor’s office, and labor organizations? A deal. California style.
July 1, 2024, marks the end of Nevada’s two-tiered, annually increased, minimum wage. Effective July 1, 2024, the Nevada minimum wage will increase to $12.00 per hour, regardless of the whether the employer offers employees qualifying health benefits.
