Fisher Phillips • July 21, 2016
The US Department of Education (ED) recently released a significant Notice of Proposed Rulemaking which could impact most institutions of higher education. In a nutshell, the proposed regulations are designed to provide student borrowers with new ways to assert defenses to repaying student loans and, perhaps more significantly, to allow ED to seek reimbursement from schools for such claims brought by students.
Goldberg Segalla LLP • July 20, 2016
We appear to be in the midst of a new fitness renaissance. Trendy fitness programs such as CrossFit, Zumba and SoulCycle dominate social media mentions, while many others stick with tried and true exercise favorites such as running, swimming, biking, yoga, or a gym membership. Workouts and personal records are celebrated on people’s blogs, Facebook pages, and Instagram accounts. The apparent surge in fitness enthusiasm has brought with it a flood of new products designed to take advantage of the market; perhaps none more ubiquitous than wearable fitness trackers, such as those made by FitBit, Nike, Garmin and Samsung. These devices – which can track an astounding array of data, from heart rate to blood sugar to steps taken in a day – are an excellent resource for any fitness enthusiast, or anyone looking to create a healthier lifestyle. However, the demand for wearable tech designed to track our vital information may also prove crucially important to the manner in which we collect information to be used in litigation.
The US Supreme Court’s recently concluded term took a turn few could have anticipated with the February death of Justice Antonin Scalia. While the term had its usual array of cases affecting employers, Justice Scalia’s absence unquestionably altered the result in at least some of those disputes.
Fisher Phillips • July 18, 2016
A short time ago, in a location not too far away (Washington, D.C.), the U.S. Department of Labor issued a new interpretation in an effort to further crack down on the perceived problem of employee misclassification. This was yet another example of the government being out of step with the realities of the modern business world. So much so, in fact, that the DOL would probably apply its predictable and out-of-date rules beyond the modern business world to worlds beyond our galaxy. In fact, the agency would likely find that a popular Star Wars character is an employee and not an independent contractor.
The UK’s surprising vote last month to leave the European Union caused concern on both sides of the Atlantic with its potential implications resonating on a global scale. Multinational employers are now questioning what Brexit means for their business and what, if anything, they should do to prepare.
Fisher Phillips • July 17, 2016
Karl Lindegren is a partner in the Irvine and Los Angeles offices of Fisher Phillips. He represents employers in all areas of labor and employment law.
Littler Mendelson, P.C. • July 17, 2016
On June 23, 2016, the people of the United Kingdom—more precisely, the island of Great Britain (comprising England, Wales, and Scotland) and Northern Ireland—voted, pursuant to a referendum called “Brexit,” to leave the European Union (EU).
Littler Mendelson, P.C. • July 13, 2016
Since the European Court of Justice declared invalid, on October 6, 2015,1 the Safe Harbor agreement between the U.S. Department of Commerce and the European Commission for the transfer of personal data, hundreds of U.S. multinationals have been struggling to find an alternative while waiting hopefully for the Safe Harbor’s replacement. The Privacy Shield, effective as of July 12, 2016, may provide the alternative these organizations have been seeking. For U.S. multinationals that relied on the Safe Harbor to transfer human resources data from EU subsidiaries to their U.S. parent corporation, the Privacy Shield will seem familiar notwithstanding U.S. and EU officials’ public pronouncements that this new data transfer mechanism substantially enhances the now much-maligned Safe Harbor. Nonetheless, U.S. multinationals should consider several caveats before strapping on the Privacy Shield.
Shaw Valenza LLP • July 13, 2016
When it comes to healthcare, two facts are evident: costs keep increasing and we could all do more to stay healthy. So, voluntary employer-sponsored wellness programs would seem to be a win-win. By incentivizing employees to give up smoking, eat less and move more, for instance, employers can control health insurance costs and ensure a healthier workforce. Employees benefit from the financial incentives offered by their employers, and the long-term effects of healthier living.
Fisher Phillips • July 12, 2016
Here is a link to an awesome infographic that explains how the gig economy works. It comes from a recent Business Insider post entitled, “This awesome infographic explains how the 'gig economy' works.” I think you’ll find it to be awesome, in that it is an infographic that explains how the gig economy works.