In addition to practical considerations, employers should consider how flexible work and employee requests to work from home implicate obligations under employment laws – specifically the Americans with Disabilities Act and other non-discrimination laws.
Effective January 1, 2017, drivers participating with a Transportation Network Company (TNC) in California will be subject to mandatory criminal background checks, regardless of whether a driver is considered an employee or an independent contractor.
On October 17, 2016, the Equal Employment Opportunity Commission (EEOC) approved an updated Strategic Enforcement Plan (SEP) for fiscal years 2017–2021, setting out its priorities and strategies for the near term.
On October 13, 2016, the Senate of the Republic unanimously approved an initiative that amends several of the Labor Justice provisions of the Mexican Constitution regarding employment dispute hearings and union representation.
El pasado 13 de octubre el Senado aprobó por unanimidad el proyecto que busca reformar diversas disposiciones de la Constitución en materia de Justicia Laboral, específicamente sobre la migración hacia procesos judiciales y representación sindical.
On October 12, 2016, the U.S. Court of Appeals for the Eighth Circuit found in favor of a large transportation employer’s driver sleep study testing requirement in a lawsuit challenging the practice under the Americans with Disabilities Act.
A New York federal court recently sided with the Equal Employment Opportunity Commission as to whether a company’s internal conflict-resolution program was religious in nature.
The U.S. Department of Labor’s Administrative Review Board recently issued its highly anticipated decision in Palmer v. Illinois Central Railroad Company, correcting its much-criticized decision in Fordham v. Fannie Mae.
