Minnesota is poised to join at least 19 other states in enacting a CROWN Act, which stands for “Creating a Respectful and Open World for Natural Hair.”
The continued filing of lawsuits against employers under the FCRA underscores the need for in-house counsel, Human Resources, and Talent Acquisition to comply with the statute, especially the “pre-adverse action” notice requirement.
Currently pending in the NJ Legislature is a bill that would upend decades of New Jersey jurisprudence governing restrictive covenants in employment contracts and severance agreements, and impose an array of new requirements for restrictive covenants.
On January 10, 2023, Governor Philip D. Murphy signed into law S3162 / A4768, which makes the 2020 amendments to NJ WARN effective 90 days from his signature, irrespective of whether a State of Emergency still exists.
On January 5, 2023, the Federal Trade Commission published a proposed rule that, if it became final, would ban all non-compete agreements with limited exceptions.
California’s Civil Rights Council has issued draft revisions to FEHA regulations governing an employer’s use and consideration of a job applicant’s criminal history in making employment decisions.
The Nevada Supreme Court has decided that a statute in the NRS Chapter on the Medical Use of Cannabis provides employees with a private right of action to claim an employer has failed to seek reasonable accommodations of off-work medical marijuana use.
An amendment to New York Labor Law Section 201 mandates that employers make notices required to be physically posted at a worksite under federal and state law or regulation available electronically as well.
On December 22, 2022, the 117th Congress passed with bipartisan support an omnibus spending bill, which includes two measures that expand rights for pregnant and nursing workers.
The Illinois legislature passed over 180 laws that take effect on January 1, 2023. This article will cover three of the most relevant developments for Illinois employers.
