On May 8, 2024, the Oregon Bureau of Labor and Industries issued temporary and proposed rules to help employers navigate paid leave changes in the state.
NYC prohibits employers from entering into any type of agreement that shortens the statutory period by which an employee may file an administrative claim or complaint, or civil action, relating to unlawful discriminatory practices, harassment or violence.
The California Supreme Court determined that an employer that reasonably and in good faith believed it was providing a complete and accurate wage statement has a viable defense to a claim for penalties under the state’s wage statement statute.
Littler’s 12th Annual Employer Survey explores how U.S. businesses are responding to change and uncertainty across several key workplace issues, while bracing for increased regulatory enforcement and a rise in employment-related litigation.
This Annual Report on EEOC Developments—Fiscal Year 2023, our thirteenth annual publication, is designed as a comprehensive guide to significant Equal Employment Opportunity Commission developments over the past fiscal year.
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.
Many companies with independent contractors working in Oregon recently received correspondence from the Division of Child Support reminding them of new reporting obligations with respect to payments to independent contractors.
On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which is set to take effect on July 1, 2024.
The Illinois Department of Labor (IDOL) has published the final regulations interpreting the Illinois Paid Leave for All Workers Act, which took effect four months earlier on January 1, 2024.
