The Amendment is a milestone in the broader ongoing effort to resolve BIPA’s vague statutory language and courts’ expansive interpretations of the law.
This podcast offers an in-depth discussion about how and why an increasingly contentious election cycle is having such a taxing and divisive impact for so many.
On July 24, 2024, California’s Department of Industrial Relations announced that the Indoor Heat Illness Prevention regulation, which the Cal/OSHA Standards Board unanimously approved on June 20, 2024, would take effect immediately.
On July 3, 2024, the U.S. District Court for the Northern District of Texas issued a limited stay and preliminary injunction of the FTC’s final rule that would render almost all non-compete agreements, with very limited exceptions, unenforceable.
Under a new Louisiana law enacted on June 25, 2024, nondisclosure clauses required by an employer and agreed to prior to a hostile work environment dispute or sexual harassment dispute will be unenforceable.
The requirements – which are pretty dense – will be applicable to nearly all California employers, with very few exceptions. By July 1, 2024, covered employers must develop and implement an effective workplace violence prevention plan.
On May 8, 2024, the Oregon Bureau of Labor and Industries issued temporary and proposed rules to help employers navigate paid leave changes in the state.
On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which is set to take effect on July 1, 2024.
The Illinois Department of Labor (IDOL) has published the final regulations interpreting the Illinois Paid Leave for All Workers Act, which took effect four months earlier on January 1, 2024.
