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VETS Publishes Final Rule on VEVRAA Reporting Requirements

FordHarrison LLP • October 01, 2014
Executive Summary: The Department of Labor's Veterans' Employment and Training Service (VETS) has issued its final rule implementing the reporting requirements under the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA). As discussed in our prior Alert, VETS issued a Notice of Proposed Rulemaking (NPRM) in February 2014, setting out its proposed revisions to the rule.

Quick Quiz Answer: Pay For Being In On-Call Status

Fisher & Phillips LLP • October 01, 2014
The answer to our September 22, 2014 Quick Quiz is, "Yes, even though the payments are not tied to the on-call hours he works." In declining percentage order, the responses were:

Unemployment Claims: Do You Really Want To Fight It?

Fisher & Phillips LLP • October 01, 2014
There are a lot of misconceptions regarding unemployment claims filed by recently-departed employees. This article will try to shed some light on them and help answer the common question: “Should we fight an unemployment claim?”

Did the California Legislature Kill Arbitration?

Shaw Valenza LLP • October 01, 2014
Could be. Certainly, arbitration services should be concerned that their services may not command the interest they once did.

California Governor Brown Signing More New Employment Laws at End of 2014 Session (Part I)

Shaw Valenza LLP • October 01, 2014
The 2014 legislative session is over. But employers will be remembering this one for a long time. California Governor Jerry Brown signed a host of new laws at the end of the session. Many deal with narrow-cast and public sector-related funding issues, which I won't cover here. (You're welcome).

Governor Brown Signs Bill Making Companies Liable for Employment Violations of Independent Labor Contractor Companies

Ogletree Deakins • September 30, 2014
This weekend, California Governor Jerry Brown signed Assembly Bill 1897. This bill creates new Labor Code section 2810.3, which applies to all but a very limited number of companies with 25 or more employees (i.e., the “client employer”) that obtain or are provided workers to perform work within their “usual course of business” from companies that provide workers (i.e., “labor contractors”).
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