As employers continue to grapple with the ever-changing legal landscape of COVID-era regulations, 2021 will bring changes to the traditional realm of employment law in dozens of jurisdictions.
Of the over 100 different ballot initiatives under consideration across the United States in the recent election, California’s Proposition 22 stands alone.
In September 2020, the Indian legislature passed multiple laws that, taken together, constitute the most significant reforms of employment law in decades.
On September 30, 2020, Governor Newsom signed AB 323, which provides newspaper carriers a one-year reprieve from AB 5’s application. Therefore, through at least 2021, the Borello test will apply to these workers.
On September 22, 2020, the U.S. Department of Labor (DOL) released a long-anticipated proposed rule addressing when a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA).
On September 17, 2020, Philadelphia, Pennsylvania Mayor Jim Kenney signed File Number 200303, an amendment to the city's generally applicable paid sick and safe time law, the Promoting Healthy Families and Workplaces Ordinance (PHFWO).
As the world focused its attention on the COVID-19 pandemic, other legal issues took a back seat. In California, however, the topic of whether a worker should be classified as an independent contractor or an employee has come to the fore.
