While employers generally provide some form of notice of electronic monitoring, as a matter of practice, in their employee handbook, New York now requires transparency about workplace monitoring as a matter of law.
Under the governor's order, no entity in Texas can “compel” any individual, including any employee or consumer, to receive a COVID-19 vaccination who objects “for any reason of personal conscience, based on a religious belief, or for medical reasons.”
As part of a trend in California, SB 331 broadly limits the use of non-disclosure provisions in various types of employment agreements, including settlement and separation agreements. It takes effect on January 1, 2022.
California is at it again – adopting a host of new labor and employment laws that will further regulate and complicate business operations in the Golden State. This article briefly summarizes the new laws, most of which take effect on January 1, 2022.
As we predicted four years ago, class action lawsuits against employers under the Fair Credit Reporting Act (FCRA) continue to spike, including class actions targeting background check disclosures.
On September 23, 2021, the New York State Department of Labor updated its requirements for face coverings contained in its model airborne infectious disease exposure prevention plan.
On September 17, Cal/OSHA released for discussion initial draft text for proposed permanent COVID-19 regulations, which if adopted would be subject to renewal or expiration after two years, and would replace the current Emergency Temporary Standards.
In recent weeks, the U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has signaled efforts to increase its scrutiny of work activities that may expose workers to heat-related hazards.
