The United Kingdom (U.K.) Court of Appeal recently confirmed that employers usually can conduct internal investigations and disciplinary procedures when an employee is also subject to related criminal proceedings.
On May 8, 2019, Washington Governor Jay Inslee signed Engrossed Substitute House Bill 1450 (HB 1450), radically altering the law governing noncompetition agreements and moonlighting prohibitions in Washington State.
For 20 years, public agencies in Washington State have been barred from favoring or discriminating against applicants, employees, or contractors based on sex, ethnicity, color, race, or national origin.
A federal court’s recent decision demonstrates the value in reviewing all documents related to the independent contractor background screening process to attempt to solidify potential defenses to expansive class-action claims.
The Puerto Rico Supreme Court recently held that that a felony indictment constitutes just cause for termination under Puerto Rico’s Unjust Dismissal statute, Act No. 80 of May 30, 1976 (Act 80).
When an Ontario employee executes a well-drafted release of claims upon termination, there may still be a risk that a court will conclude the release is unenforceable because it is unconscionable.
New Zealand employers should be aware that there are several significant legislative changes to the Employment Relations Act 2000 taking effect this spring. This article briefly reviews key amendments that recently took effect – or take effect today.
A recent decision puts employers in Ontario on notice that if they re-hire an employee who has a history of victimizing a current employee, and the current employee finds continued employment intolerable, they risk liability for constructive dismissal.
Dear Littler: I am General Counsel at a large, well-known company, and I’m having a hard time endorsing "implicit bias training." Am I the only GC who has concerns about this kind of training? What am I missing?
