On June 21, 2022, the Biden administration released its Spring 2022 Unified Agenda of Regulatory and Deregulatory Actions. These semi-annual regulatory agendas outline federal agency goals for the months ahead.
On June 3, 2022, the New York Legislature passed Senate Bill 8922, the Warehouse Worker Protection Act (WWPA), which if signed into law, would significantly further regulate the working conditions of warehouse workers in New York State.
During the final days of its most recent legislative session, the New York State Legislature passed a bill (S8369B) that would mandate contractual forms and terms for businesses that use “freelance workers.”
On May 24, 2022, USCIS announced implementation of premium processing for certain work visa petitioners who have pending EB-1 and EB-2 petitions. This announcement is part of a USCIS’ plans to expand its premium processing scheme.
On May 20, 2022, the Office of Federal Contract Compliance Programs (OFCCP) published its FY 2022 Corporate Scheduling Announcement List (CSAL) for supply and service contractors.
The Employee and Retiree Access to Justice Act seeks to ban arbitration and discretionary clauses in employer-sponsored benefit plans governed by the Employee Retirement Income Security Act (ERISA).
The New York State Senate is poised to pass an employee-friendly bill that would amend New York’s lien law to enable employees to, upon filing a wage claim, obtain a temporary lien against their employer’s (or alleged employer’s) assets.
In an effort to close what is viewed as a persistent pay gap, Washington has amended its Equal Pay and Opportunities Act (EPOA) for the second time to require employers to include wage and benefit information in their job postings.
Four months ago, New York City became the second jurisdiction in the country to require employers to include the minimum and maximum potential salaries for open positions in job postings.
On April 22, 2022, Florida enacted so-called “anti-woke” legislation, amending the Florida Civil Rights Act and potentially limiting the ability of employers to include discussions of “implicit bias” or systemic racism in workplace training.
