Perspectives on Labor, Employment & OSHA
847 total results. Page 14 of 34.
Trade and professional organizations continue to take issue with Executive Order 13950, Executive Order on Combating Race and Stereotyping.
Under a new presidential executive order, employers may not provide any employee training that teaches employees “cannot and should not attempt to treat others without respect to race or sex” if the employer is a federal contractor.
Under Title VII, if the EEOC determines that reasonable cause exists to believe that an employer has violated the law, it must attempt to resolve the matter through conciliation.
The OFCCP has issued guidance regarding Executive Order 13950.
Alexandra M. Romero, Michael L. Stevens, Darrell S. Gay, Linda M. Jackson, Henry Morris, Jr., Travis L. Mullaney, Kevin R. Pinkney
Government contractors may wish to seek further legal review of all diversity and inclusion training materials used.
Effective January 1, 2021, California employers must provide significantly expanded family and medical leave under state law.
As we previously reported, Maryland has passed several employment laws that go into effect on October 1, 2020.
Yesterday, the US Department of Labor’s Wage and Hour Division proposed a new rule designed to “bring clarity and consistency to the determination of who’s an independent contractor under the Fair Labor Standards Act.”
SB 1159 expands the presumption of workers’ compensation liability for employees who contract COVID-19 due to a workplace outbreak.
Adding to various paid sick leave requirements that employers must navigate in the COVID-19 environment, California has once again expanded its state law paid sick leave mandates.
The amended statute will benefit some businesses in California while leaving others wishing for more exemptions and more clarity.
It’s not uncommon for a worker to perform services for an employer – A – that simultaneously benefit another person – B.
A “neutrality agreement” is generally one in which an employer agrees neither to assist nor oppose a union organizing campaign.
Linda Jackson presented at the DC Bar CLE Institute’s virtual event on aging and the legal profession in September.
Yesterday, the US Equal Employment Opportunity Commission updated its technical assistance document, What You Should Know About COVID-19 and the ADA, Rehabilitation Act, and Other EEO Laws.
On August 3, 2020, USCIS published a final rule that significantly increases the filing fees for certain immigration and naturalization petitions.
The Administrator of the U.S. Department of Labor’s Wage and Hour Division (the WHD) issued an Opinion Letter on August 31, 2020.
The Families First Coronavirus Response Act allows eligible employees to take up to two weeks of paid sick leave and up to 12 weeks of expanded family and medical leave – 10 paid – for specified reasons related to the COVID-19 pandemic.
On August 24, 2020, the US Department of Labor (DOL) issued Field Assistance Bulletin No. 2020-5 addressing employer obligations for tracking time worked by remote workforces.
Arent Fox is pleased to announce the expansion of its Labor & Employment practice with the addition of Partner John Zaimes and Counsel Roxanne M. Wilson in Los Angeles.
On August 13, Mayor Muriel Bowser signed into law the “Protecting Businesses and Workers from COVID-19 Emergency Amendment Act of 2020.”
Schiff Hardin LLP is pleased to announce that 59 attorneys have been listed in the 2021 edition of The Best Lawyers in America, with six attorneys also being named a “Lawyer of the Year” in their respective areas of practice and location.
In Automile Holdings, LLC v. McGovern, 483 Mass. 797, 136 N.E.3d 1207 (2020), the Massachusetts Supreme Judicial Court upheld the validity of an anti-raiding provision against a former employee. This ruling is significant in light of recent trends in Massachusetts and elsewhere against restrictive c
Fifty-three Arent Fox LLP attorneys have been rated as leaders in their profession by The Best Lawyers in America 2021.
Many companies were caught off-guard in the spring when diagnoses of COVID-19 multiplied rapidly and forced businesses to close or drastically change their policies with little warning. Now companies that have reopened must prepare for the future.