On September 18, 2019, California’s governor signed A.B. 5 into law, dramatically reshaping the contours of the state’s workforce and economy, and potentially reclassifying two million independent contractors as employees for purposes of state labor laws.
The California legislature has passed a bill that entirely redefines the standard for determining whether a person providing labor or services for remuneration may be classified as an independent contractor rather than an employee.
On September 12, 2019, the New York City Council passed an ordinance that extends the city’s anti-discrimination protections to freelancers and independent contractors.
Though in August summer is almost over and fall is just about upon us, federal, state, and local developments concerning the minimum wage, tips, and overtime transcend the seasons.
The EEOC has announced that it will not seek approval from the Office of Management and Budget to collect detailed employee compensation data on its Form EEO-1 next year.
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.
Students across the country are heading back to school, but most state legislatures are either in recess or have adjourned for 2019. States that were still in session in August did advance several significant bills.
On Friday, August 30, 2019, the California State Senate Appropriations Committee approved controversial legislation—Assembly Bill 5—that would potentially reclassify millions of independent contractors as “employees” under California state labor laws.
Labor Day became an official federal holiday in 1894. Although the world of employment has obviously changed significantly over the last 125 years, the pace of workplace transformation seems to have accelerated in the past decade.
