The Supreme Court of the United Kingdom has published its long-anticipated decision in Harpur Trust v Brazel confirming that paid holiday for part-year employees/workers on permanent contracts must not be pro-rated.
The Irish Court of Appeal has handed down a decision (DPC v Doolin) relating to the alleged misuse of CCTV by an employer in disciplinary proceedings relating to an employee taking unauthorised breaks.
The July 31, 2022 deadline is rapidly approaching for employers to update the Forms I-9 of employees who presented an expired List B document (establishing the individual’s identity) between May 1, 2020 and April 30, 2022.
Puerto Rico has enacted a law amending the concept of “engaged in trade or business” under the PR Internal Revenue Code to address the pandemic-related issue of employees working remotely for “out-of-state” employers with no business nexus to Puerto Rico.
On July 26, 2022, Massachusetts Governor Charlie Baker signed into law the Creating a Respectful and Open World for Natural Hair (“CROWN”) Act that bans discrimination based upon natural and protective hairstyles.
In a recent decision, a federal court judge held that individual FLSA settlements do not need to be approved, and parties may stipulate to dismissal under Rule 41.
The Connecticut Paid Family and Medical Leave Act requires employers to provide a written notice to employees at the time of hiring, and annually thereafter.
On July 21, 2022, Ontario amended a regulation to extend the availability of Paid Infectious Disease Leave (Paid IDEL) until March 31, 2023. Prior to this extension, Paid IDEL was scheduled to expire on July 30, 2022.
