The Second Circuit recently laid out warnings that employers, faced with both an onslaught of #MeToo claims and the efforts of federal, state and local legislators to make harassment claims easier to prove and harder to settle, need to consider seriously.
Upending the longstanding practice of employers including no-rehire clauses in agreements resolving employment disputes, California Governor Gavin Newsom has signed a new law that will prohibit such provisions in employment settlement agreements.
Adjudicators in Canada utilize different tests to analyze whether an employer has a duty to accommodate family status; the standard is more stringent in some jurisdictions than in others and the outcome may differ based on the test applied.
Affinity groups bring together employees with similar backgrounds or interests and can have a powerful influence in the workplace. Employers that have, or are exploring establishing, affinity groups, must consider several legal and practical issues.
With the usual flurry of activity at the end of the legislative session, California enacted a slew of bills with labor and employment implications. Closing out his first year in office, Governor Newsom signed more than 40 such bills on varied topics.
The National Labor Relations Board recently issued a decision, officially rejecting the idea that employers that allow civic organizations to fundraise on their property must also allow nonemployee union agents to solicit on employer property unfettered.
On September 12, 2019, the New York City Council passed an ordinance that extends the city’s anti-discrimination protections to freelancers and independent contractors.
The EEOC has announced that it will not seek approval from the Office of Management and Budget to collect detailed employee compensation data on its Form EEO-1 next year.
A high-level discussion on the critical do’s and don’ts of handling harassment allegations in Europeand how the investigative process in Europe differs from what employers may find customary in the U.S.
