Major League Soccer (MLS) has informed the MLS Players Association that it intends to exercise the force majeure clause that was recently added to the parties’ collective bargaining agreement (CBA) to negotiate additional contract modifications in good faith for 30 days. If a new agreement is not reached during the
Archives for 2020
The post What Employers Should Know About the New Stimulus Package appeared first on Hirsch Roberts Weinstein LLP.
Beginning in 2022, employer-sponsored health plans will be required to pay providers certain emergency and out-of-network charges that would have otherwise been balance billed to participants.
Record retention and records management policies are key elements for a company’s data protection program. Numerous recently enacted, or amended, data protection laws adopt data retention or storage limitation principles to safeguard personal information. Companies that do not have clearly defined record retention practices should take notice. Companies with existing
An analysis of internal pay data at the San Francisco company Coinbase shows disparities that were much larger than those in the tech industry.
Nationwide medical transportation company American Medical Response Ambulance Service, Inc. (AMR) will pay $162,500 and provide other relief to settle a federal pregnancy discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the agency announced today.
On Dec 23, the United States District Court for the District of Maryland ruled that Baltimore City and its Enoch Pratt Free Library violated federal law by paying female Librarian Supervisor Is lower wages than a male coworker because of sex. The ruling followed a five-day virtual bench trial which occurred September 28 through October 2.
A handful of startups and larger firms are experimenting with nationally competitive, nonlocalized pay. Is the extra cost worth the added employee goodwill?
Airline labor unions breathed a sigh of relief Sunday night after President Trump belatedly signed the stimulus bill, releasing $900 billion in relief funds into the economy and averting a government shutdown that might have started on Tuesday.
If 2020 instituted a new astrological legacy — the Year of the Pandemic — it has a second identity as well. This is the year the independent contractor war fully broke out between unions and corporations, with government agencies taking sides and everyone risking big losses.
Despite a delay in signing the most recent piece of coronavirus relief legislation into law, the U.S. Department of Labor “does not anticipate” that there will be a lapse in unemployment benefits for claimants in the Pandemic Unemployment Assistance (PUA) and Pandemic Emergency Unemployment Compensation (PEUC) programs, a spokesperson for the agency tells CNBC Make It.
Could this be because they don’t want older people to move up in this company?
On Jan. 1, the oldest millennials, born in 1981, will turn 40 and officially become eligible to sue employers under the Age Discrimination in Employment Act (ADEA) of 1967.
As 2020 comes to an end and we seek to close the books on what can only be described as an unprecedented, exhausting year, many employers are wondering what happens to the COVID-19-related benefits provided through the Coronavirus Aid, Relief, and Economic Security (“CARES”) Act and Families First Coronavirus Relief Act (“FFCRA”), some of which have either already expired or are due to sunset on December 31st.
Two employment attorneys weigh in with their legal viewpoints for employers and their workers. As a bonus, we touch base with a professor of psychology for some insights on where people’s heads may be on this issue.