On November 19, 2020, the California Occupational Safety and Health Standards Board voted unanimously to pass the California Division of Occupational Safety and Health’s Emergency COVID-19 Prevention Regulation.
Since March 12, there have been 1,235 lawsuits (including 116 class actions) filed against employers due to alleged labor and employment violations related to the coronavirus.
As businesses reopen, face coverings remain popular as a preventative measure. This post identifies the jurisdictions where face coverings are recommended or required.
As the pandemic unfolds, government officials are reevaluating their health and safety protocols and adjusting workplace guidance. This post provides links to key reopening orders and/or mitigation measures issued in recent weeks, at the statewide level.
Employee health screening steps, including temperature checks, are becoming more common. This post covers measures that require employers to take employees’ temperatures and/or conduct other screening procedures.
Citing a resurgence of COVID-19 cases in Pennsylvania with significantly higher daily case counts than in the spring and rising hospitalizations, Commonwealth Secretary of Health Dr. Rachel Levine announced additional COVID-19 mitigation efforts.
A California court recently took the unprecedented step of applying section 16600 of the state’s Business and Professions Code to void the scope of non-disclosure provisions on confidential information and set aside an arbitration award.
This Insight provides a rates-only update that details scheduled state- and local-level wage increases throughout 2021 so employers can determine the minimum amount they must pay non-exempt, tipped, and certain exempt employees.
The British Columbia Court of Appeal recently overturned a decision to award aggravated damages to an individual whose job was terminated before his employment began because the manner of dismissal did not cause the requisite “mental distress.”
In a recent decision, the Queen’s Bench for Saskatchewan considered whether an employee’s notice period should be calculated solely on her most recent years of service, or on the totality of her years of service.
