Even though workplace conversations about mental health and wellness have become more acceptable, most employers are not therapists. Jackson Lewis principals Michael Griffin and Michael Thomas discuss how employers can establish a better baseline beyond legal obligations to reap the benefits that come from a workplace where employees are healthy, show up fully and thrive.
Archives for January 30, 2023
The Year Ahead in Accommodations
Employers can expect to face a rash of requests that reflects rising employee IQ regarding what can be accommodated beyond the usual disability and religious considerations. In this podcast, Jackson Lewis principals Patricia Anderson Pryor and Katharine C. Weber explore the context and challenges of this expanding accommodations environment.
The Year Ahead in Pay Transparency/Equity
The push for fuller transparency continues in 2023, with new state laws coming into effect and the possibility of federal-level activity. Jackson Lewis principals Laura A. Mitchell and Margaret J. (Peggy) Strange cover the compliance complexity of such a patchwork and address the best thing employers can do right now.
Nita Parikh Selected to Los Angeles Business Journal’s Leaders of Influence: Minority Attorneys List
Nationwide employment law firm Jackson Lewis P.C. is pleased to announce Principal Nita Parikh has been featured in the Los Angeles Business Journal’s 2023 Leaders of Influence: Minority Attorneys list. This award honors minority attorneys considered to be particularly impactful on the legal scene while serving as trusted advisors in the Los Angeles region.
Timothy Speedy, Isaac Burker, Jeffrey Corradino, Michael Jakowsky, James McDonnell, Justin Cutlip, and Jennifer Ellerkamp Author “New Jersey’s Expanded Mini-WARN Law to Take Effect Soon”
Timothy Speedy, Isaac Burker, Jeffrey Corradino, Michael Jakowsky, James McDonnell, Justin Cutlip, and Jennifer Ellerkamp author “New Jersey’s Expanded Mini-WARN Law to Take Effect Soon,” published by SHRM.
2023: The Year Ahead for Employers
The post-pandemic “new normal” is still in flux, stress-testing workplace identity and other issues faster than ever. Here are the employment and labor law trends and tactics sure to shape the new year.
Continued At-Will Employment Sufficient Consideration for Restrictive Covenants, Connecticut Court Holds
Continued at-will employment can be sufficient consideration for an employee’s restrictive covenant agreement, the Connecticut Appellate Court has held. Schimenti Construction Company, LLC v. Schimenti, No. AC44274 (Jan. 17, 2023).
Jones Walker Continues Commitment to Diversity with Two Significant Initiatives
LCLD Pledge and Mansfield Certification Process
Legal Challenges the FTC Faces in Light of Proposed Ban on Non-Compete Agreements
On January 5, 2023, the Federal Trade Commission (FTC) issued a Notice of Proposed Rulemaking essentially banning non-compete clauses and categorizing them as unfair methods of competition.
Goldberg Segalla Welcomes Marcos Zayas
Goldberg Segalla added Marcos Zayas to the firm’s Workers’ Compensation group in Manhattan.
Goldberg Segalla Welcomes Alan Bouchaheen
Goldberg Segalla added Alan Bouchaheen to the firm’s Workers’ Compensation group in Garden City.
OSHA BEEFS UP PENALTIES AND ISSUES NEW ENFORCEMENT GUIDANCE
OSHA annually adjusts its penalties for inflation. The adjustments are effective for penalties assessed after January 15, 2023. The new maximum penalty for serious, other-than-serious, and posting requirements is $15,625 per violation. The new maximum penalty for failure to abate (correct safety violation) is $15,625 per day beyond the abatement date. The new maximum penalty for willful or repeated violations is $156,259 per violation.
The Latest Crusade to Place Religion Over the Rest of Civil Society
Federal civil rights law requires employers to accommodate their employees’ religious needs unless the request would impose “undue hardship on the conduct of the employer’s business.”
Help Your Employees Make Strong Passwords a Habit
To shore up security, you need to encourage practices your employees will actually use.
The ‘power paradox’ that’s holding back workplace allies
Active support of traditionally underrepresented groups (such as women, and members of the BIPOC, LBGTQ+, and disability communities), particularly by members of what is referred to as dominant social groups (such as men and white people), is on the rise.