As protections for LGBTQ people enter the domain of the United States’ highest court, the vast majority of non-LGBTQ Americans believe that discrimination against LGBTQ should be illegal.
Archives for October 2020
The rise of remote work brought on by the COVID-19 pandemic has spurred faster adoption of employee monitoring software by companies who want to boost productivity — and keep an eye on workers outside the office.
New York’s technology and finance bosses are tempering their expectations for bringing people back to work.
When Susan Fowler a former engineer at Uber posted a blog in 2018 detailing her experiences of sexual harassment at the company it lit a firestorm of employee accusations of inappropriate behavior.
In the first week of the coronavirus pandemic, people living in the United States underestimated their chances of catching the virus or of getting seriously ill from the virus, according to a recently published study from the California Institute of Technology.
Those with a history of cannabis use over the past year are no more likely than non-users to experience an injury at work, according to data published in the journal Occupational Medicine.
In the last month, figures released by two private studies and by the U.S. Labor Department paint a troubling picture: women are leaving the workforce in record numbers since the pandemic started.
Employers must weigh many factors in determining the appropriate corrective action to take in response to employee misconduct including the impact of such misconduct, and corrective action, on co-workers and customers. Will taking corrective action deter other employees from engaging in the same behavior?
Yesterday, New Jersey Governor Phil Murphy issued Executive Order 192 (“EO 192”), creating additional COVID-19 mitigation protocols for New Jersey employers that will be effective on November 5, 2020 at 6:00 am. These new requirements are largely based on existing the United States Centers for Disease Control (“CDC”) guidance for employers, although there are some new measures contained in EO 192 discussed below. Importantly, the mitigation measures contained in EO 192 are mandatory, and non-compliance carries potentially significant consequences.
GOVERNOR NEWSOM SIGNED ASSEMBLY BILL (AB) 685 INTO LAW, ESTABLISHING NEW REQUIREMENTS FOR EMPLOYERS TO NOTIFY EMPLOYEES AND THEIR UNIONS ABOUT POTENTIAL WORKPLACE COVID-19 EXPOSURES EFFECTIVE JANUARY 1, 2021
Only four days after extending New Jersey’s public health emergency an additional 30 days, Governor Phil Murphy signed Executive Order 192 (EO 192), requiring businesses that operate during the continuing COVID-19 crisis to implement workplace safety protocols effective November 5, 2020, at 6:00 a.m. Significantly, EO 192 provides for the establishment of complaint and investigation procedures to resolve non-compliance.
The Secretaries of the Departments of Treasury, Commerce, and Labor have been directed to review and report on the pension funding crisis in an October 22, 2020, Presidential Memorandum. The Memorandum brings renewed attention to a long-standing pension funding crisis and the failing backstops.
Stephanie Adler-Paindiris discusses the increased risk of class action litigation related to the COVID-19 pandemic in “How Employers Can Prepare for Rise in Pandemic-related Lawsuits,” published by the Franchise Times.
A federal court in Indiana dismissed an employee’s claim that his employer did not have the right to request a medical examination after he tested positive for drugs and subsequently admitted that he was taking numerous prescription medications that could create a safety risk. Beal v. Muncie Sanitary District, Case