Two noteworthy developments have occurred since the California Fair Employment & Housing Council released draft revisions to the state’s employment non-discrimination laws that relate to the nascent law surrounding the use of AI in employment.
Since March 12, 2020, there have been 5,659 lawsuits (including 646 class actions) filed against employers due to alleged labor and employment violations related to the coronavirus.
On March 24, 2022, the Massachusetts Supreme Judicial Court handed down a key ruling that could have a significant impact on franchising across the state.
Background check industry groups have mounted a full-court press to remedy the recent slowdown in criminal record searches in California state courts caused by last year’s court of appeal decision in All of Us or None v. Hamrick.
Draft regulations would dramatically expand the liability exposure and obligations of employers and third-party vendors in California that use, sell, or administer employment-screening tools or services that use AI in decision-making.
On March 14, 2022, the U.S. District Court for the Eastern District of Texas delivered a victory for businesses that utilize independent contractors, and for independent contractors themselves.
Effective March 1, 2022, there is no longer a hard requirement under the Cal/OSHA statewide Emergency Temporary Standard or any other statewide requirement for employers to require unvaccinated or fully vaccinated persons to mask indoors at work.
