Canada saw significant developments in labour and employment law in 2019. Here is our Littler LLP overview of 15 key developments in 2019 with links to more detailed articles and commentary.
In the November 2019 election Virginia gained a Democratic “trifecta”—both legislative chambers and the governorship are now controlled by one political party. What will this mean for Virginia employers during the coming year?
New York State recently enacted a new law mandating a study of the proportion of female members on the boards of corporations authorized to do business in the state. The law requires corporations to report the number of women sitting on their boards.
As part of its efforts to rescind outdated guidance on a rolling basis, the EEOC recently dispensed with a 22-year-old policy statement that disfavored mandatory arbitration agreements between employers and employees.
The start of a new year always brings a fresh batch of employment concerns. While some workplace issues are evergreen, 2020 will present some unique challenges for employers.
With its “Create a Respectful and Open Workplace for Natural Hair Act” (CROWN Act), New Jersey just became the third state to enact legislation specifically prohibiting discrimination based on hair texture or hairstyles associated with race.
Our handbook restricts employees on the sales floor from wearing facial piercings, visible tattoos, long beards and dreadlocks. We’ve heard that new laws prohibit “hairstyle discrimination” and restrict dress codes. Can we still maintain our look?
The Ontario Divisional court recently held that an employer is not discriminating against an accommodated employee who can only work part-time because of a disability when it fails to provide the employee the benefits that a full-time employee receives.
The Equal Employment Opportunity Commission, National Labor Relations Board, and the Department of Labor will all issue regulations governing joint employment, according to the federal government’s fall regulatory agenda.
