On October 8, 2019, the Governor of Puerto Rico signed a law that restricts an employer’s use of an employee’s or job applicant’s credit history or report.
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.
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.
Columbia, South Carolina passed an ordinance effective August 6, 2019, limiting employers’ use of criminal background checks and banning employers from inquiring about salary history on job applications.
The NLRB has invited briefing regarding the standards for determining whether “profane outbursts and offensive statements of a racial or sexual nature, made in the course of otherwise protected activity,” should lose their Section 7 protection.
The Federal Court of Canada recently confirmed that an employee’s signed release and settlement agreement will not preclude a complaint for unjust dismissal, but may affect the compensation awarded if the employee was unjustly dismissed.
