In a special session that ended on July 19, 2021, the Maine legislature enacted several new laws that will significantly impact almost all employers in the Pine Tree state. This article briefly summarizes key measures considered this session.
The Alberta Court of Appeal recently confirmed that the applicable test for establishing family status discrimination in Alberta is the test established in Moore v. British Columbia (Education), which applies to other enumerated grounds of discrimination.
In a recent case, the Ontario Court of Appeal upheld a jury’s $150,000 punitive damage award against an employer, where inadequate training and a supervisor's misconduct evidenced a company culture that did not sufficiently stress safety practices.
In its 81st Session, the Nevada Legislature passed and Governor Sisolak signed into law approximately 140 pieces of new legislation. This article highlights key labor and employment laws that will soon take effect, or already are in effect.
On June 14, 2021, Texas Governor Greg Abbott signed the Pandemic Liability Protection Act, which provides liability protections for health care providers, businesses, non-profits, religious institutions and schools that follow certain safety protocols.
On February 25, 2021, Wisconsin enacted a law that gives certain entities broad immunity from civil liability related to COVID-19 unless they acted recklessly or engaged in wanton conduct or intentional misconduct.
The Oregon Supreme Court recently held that an arbitrator's award of attorney fees, approved by a court, cannot be categorically limited where a defendant’s offer of judgment exceeds plaintiff’s ultimate recovery at trial.
We’ve seen a big increase in the use of data subject access requests (DSARs) over the last few years in the UK. Recently-updated guidance, on how to deal with these requests in practice, should provide some reassurance to employers.
The Human Rights Tribunal of Ontario made a $170,000 damage award to a vulnerable employee who, after being sexually harassed by her direct supervisor, engaged in unwelcome sexual activity, fearing that if she refused she would lose her job.
The Saskatchewan Court of Appeal affirmed an award of moral damages to a former employee upon finding that the employer had breached its duty of good faith and fair dealing when it was untruthful and misleading during the termination process.
