News & Analysis

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.

On June 4, 2019, the Illinois legislature passed the Cannabis Regulation and Tax Act (HB 1438). The law, once enacted, will provide expansive workplace protections to marijuana users.

The Court of Appeal in the United Kingdom recently held that the dismissal of a nurse for improperly proselytising at work was fair, where the nurse often entered into impermissible religious discussion with patients.

Every year, there are numerous state laws and local ordinances that take effect after the first of the year - and 2019 is no exception. This article summarizes key labor and employment laws and ordinances that become effective in the next few months.

On June 10, 2019, Alabama enacted the state’s first wage equity law. The Clarke-Figures Equal Pay Act (CFEPA) mimics, in large portion, the federal Equal Pay Act (EPA), but includes race as a protected classification in addition to sex.