A new decision provides guidance on when an administrative body’s statutorily permitted review of its past decision will be considered the “continuing effect” of a previous act of discrimination rather than a new and discrete act of discrimination.
Dutch law prohibits employers from paying full-time employees differently—i.e., more favorably—than part-time employees, unless the difference in pay can be objectively justified. This is not readily the case, however.
On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated and set aside the DOL’s final regulation increasing the salary threshold for the “white collar” overtime exemption under the FLSA on a nationwide basis.
In Bertsch v. Datastealth Inc., 2024 ONSC 5593, the Ontario Superior Court of Justice dismissed an employee’s claim for common law reasonable notice of termination on a Rule 21 motion.
The New York State Clean Slate Act, designed to relieve the barriers to employment for persons with criminal convictions, takes effect Saturday, November 16, 2024.
DOL Opinion Letter FLSA2024-01 provides additional clarity about whether daily expense reimbursement payments can be excluded from an employee’s regular rate when calculating overtime pay under the FLSA.
The Illinois Department of Labor (IDOL) has just issued some much-needed guidance, through Frequently Asked Questions (FAQs), on whether enrollment and use of E-Verify is prohibited in Illinois for private employers that did not have federal contracts.