On July 10, 2019, New York Governor Andrew Cuomo signed legislation significantly expanding the protections of New York’s Pay Equity Law, and imposing a ban on inquiries into an applicant’s salary history.
The National Labor Relations Board recently held that an employer could rely on a decertification petition to withdraw recognition from a union, even though it committed an unfair labor practice by promoting the employee responsible for the petition.
In a recent decision still reverberating with Canadian employers, the Human Rights Tribunal of Ontario struck down an employer's practice of requiring job applicants to be permanently eligible to work in Canada.
This Insight includes a discussion of Chapters 9 and 10 of Guidelines on the Interpretation of Puerto Rico’s Employment Legislation, which provide guidance on termination from employment and discrimination.
The Ontario Court of Appeal reduced a notice period award to a separated employee, which had exceeded the normal "cap," and also held that the employer could not enforce a termination provision in a bonus plan due to lack of meaningful employee notice.
Beginning January 1, 2020, new legislation in Nevada will require employers to think carefully about whether and which applicants should be tested for marijuana.
A decision of the Court of Appeal for Ontario confirms that the use by a professional service employer of different corporate structures to enter into employment agreements with employees will not interrupt the length of their service.
The Employment Appeal Tribunal has ruled that employers may take credibility as a witness in tribunal proceedings into account when considering the propriety of individuals approved by the U.K. Financial Conduct Authority to work in certain positions.
On June 24, the Department of Labor made public its long-awaited proposed rule establishing a process for DOL to advance the development of Industry-Recognized Apprenticeship Programs.
Oregon's new law prohibits employers from entering into agreements containing nondisclosure terms, requires employers to adopt specific written policies, and enlarges the period for filing discrimination claims.
