As the Occupational Safety and Health Act (OSH Act) turned 50 in December 2020, the Center for Progressive Reform (CPR) issued “OSHA’s Next 50 Years: Legislating a Private Right of Action to Empower Workers,” in which it suggested that Congress provide a private right of action for employees under the OSH Act.
Archives for February 17, 2021
Starting June 1, 2021, the Philadelphia Office of Worker Protections will begin enforcement of predictability pay as part of the Philadelphia Fair Week Work Ordinance.
National Labor Relations Board (NLRB) Acting General Counsel Peter Ohr has filed a motion with the board to stop processing a case on whether to change NLRB standard for determining the lawfulness of union displays of stationary banners and inflatable rats at the workplace of a neutral employer.
Joy Chin discusses the use of preventive internal pay equity audits evaluating unexplained pay differences between employees ahead of prospective government audits in “Pandemic, Racial Protests Driving New Wave of Pay Equity Bills,” published by Bloomberg Law.
Joseph Lazzarotti authors “Pension Breach Blamed on Third-Party Service Provider,” published by SHRM.
Jonathan Spitz discusses the legal implications of employers challenging prosecution from the National Labor Relations Board following the firing of the agency’s former general counsel, Peter Robb, in “After Robb’s Ouster, Employers Fight NLRB’s Case Prosecution,” published by Bloomberg Law.
CDF Announces Two New Practice Group Chairs
IRVINE, Calif. – February 17, 2021 – CDF Labor Law LLP (CDF), an award-winning employment, labor, and business immigration law firm recognized for protecting employers in California for over 25 years, proudly announces the selection of Partner Corey J. Cabral as the Chair of its PAGA Litigation Practice Group and Thomas B. Song as the Chair of its Workplace Safety and Health (OSHA) Practice Group.
As indicated recently, California’s Pay Data Reporting Act requires all private-sector employers with 100 or more employees, with at least one employee in California, to report pay and hours worked by employees by race, ethnicity, and sex in ten different job categories to the Department of Fair Employment and Housing (“DFEH”) before the deadline: March 31, 2021. In enacting this legislation, the Legislature noted that hidden bias exists and is encouraging self-assessment of pay disparities along gendered, racial, and ethnic lines to encourage voluntary compliance with equal pay and anti-discrimination laws.
They’re everywhere, but they can’t address the real problem: the alienation of 21st-century work.
As the first Black female factory manager at John Deere, Rosalind Fox must figure out how to build relationships with her staff, who are mostly white men.
Sandwiching criticism between compliments is confusing and counterproductive.
Just because many employees are working remotely since the pandemic doesn’t mean employers are off the hook in complying with federal worksite posting requirements.
Maynard Webb wrote a book about rebooting work in the age of tech transformation. Now he tells founders what employees can expect post-pandemic.
Before the world reopens, decisions should be made about who returns to the office and who doesn’t. Read on for a few considerations
The case focuses on two of the company’s facilities in New York.