On June 1, 2020, the Seattle City Council unanimously passed an ordinance temporarily requiring certain companies that rely on “gig economy” workers to provide paid sick and safe time to those workers for the duration of the COVID-19 emergency.
The tsunami of new employment laws and regulations in the last two months has challenged employers and human resources professionals, created a host of new employee rights, and caused many bouts of compliance head-scratching.
Earlier this year, Governor Murphy signed a package of legislation aimed at tightening worker misclassification enforcement in New Jersey. One of these new measures, Assembly Bill 5843, established a new posting requirement for employers.
Wrapped up in the pending NYC Essential Workers Bill of Rights is legislation that would expand the city’s Earned Sick and Safe Time Act to cover many workers currently classified as independent contractors.
The Court of Appeal in The Hague recently held that the Employment and Security Act precludes secondment agencies from terminating contracts with workers who are ill or injured at work, despite terms allowing such terminations in collective agreements.