Largely overshadowed by the rise in COVID-19 deaths and the January 6, 2021, siege on the Capitol, the Criminal Antitrust Anti-Retaliation Act of 2019 became law on December 23, 2020.
On May 1, 2019, the Criminal Division of the U.S. Department of Justice released updated guidance for prosecutors to utilize in assessing whether an organization had in place “an adequate and effective corporate compliance program.”
The Hong Kong legislature is currently considering draft legislation which, if enacted, will require certain companies—including those incorporated outside of Hong Kong—to publish a “slavery and human trafficking statement.”
On February 21, 2018, the Supreme Court resolved a circuit split on whether the Dodd-Frank Act requires employees to report externally to the SEC in order to be protected by the Act’s anti-retaliation provision.
In a ruling that affects both union and non-union employers, the D.C. Circuit recently held in Banner Health System v. NLRB that employers may not prohibit employees from discussing information related to employees’ salaries and discipline.
The Federal Acquisition Regulatory Council recently published its highly anticipated Final Rule regarding the so-called "blacklisting" procedures for federal contractors. What does this mean for employers?
In a unanimous decision, the U.S. Supreme Court has held that the “implied false certification theory” is a viable theory of liability under the False Claims Act.
In March 2016, the Corporate Human Rights Benchmark published its “Pilot Methodology,” revealing plans for a publicly available, comparative, year-on-year “snapshot” of the human rights performance of the largest 500 companies.
