Perfluoroalkyl and polyfluoroalkyl substances (PFAS), commonly known as “forever chemicals,” are a varied group of thousands of manufactured chemicals and have been used in industry and consumer products since the 1940s.
Archives for April 10, 2024
Top Five Labor Law Developments for March 2024
A Texas federal judge struck down the National Labor Relations Board’s new joint-employer rule. U.S. Chamber of Commerce v. NLRB, No. 6:23-cv-00553 (E.D. Tex. Mar. 8, 2024).
Always Address Leaves of Absence and Accommodation Case-by-Case
In this episode, Jen explains why you cannot have a “rulebook” for handling leaves of absence and accommodations.
Bluegrass State Becomes Third State to Pass a Comprehensive Consumer Privacy Data Law in 2024
On April 4, 2024, Kentucky’s Governor signed House Bill 15, which establishes a consumer data privacy law for the state. The state joins New Hampshire and New Jersey in passing comprehensive consumer privacy laws in 2024. Kentucky’s law takes effect January 1, 2026.
To whom does the law apply?
The
California Considers Workers’ Compensation Heat Illness Presumption for Agricultural Workers
In February 2024, California State Senator Dave Cortese introduced Senate Bill (SB) 1299. The bill would add section 3212.81 to the California Labor Code to establish a workers’ compensation presumption related to heat illness. The bill is now set for a hearing on April 10, 2024, in the Senate Labor,
DOL’s Final Rule Allows Third Parties to Participate In OSHA Walkaround Inspections
CDF Webinar: No Plan, No Problem – California Workplace Violence Prevention Plan Requirements and Compliance Overview
As most California employers are aware, a new workplace violence law (SB 553) requires California employers to develop and implement a written, Workplace Violence Prevention Plan and conduct training by July 1, 2024. The new requirements will be enforced by Cal/OSHA.
Join CDF Partners Todd Wulffson and Alessandra Whipple for an in-depth webinar discussing the fundamentals of California’s new workplace violence prevention plan, including who is covered, what conduct is regulated, what is required of employers, training requirements, and recording and reporting requirements. They will also address strategies and best practices for employers to implement the new workplace violence prevention requirements.
Agenda:
– Understanding SB 553: Overview of the law’s scope, including coverage, regulated conduct, and employer obligations.
– Compliance Essentials: Detailed examination of the fundamentals of California’s new workplace violence prevention plan, including training requirements, and recording and reporting obligations.
– Implementation Strategies: Discussion of strategies and best practices for employers to effectively implement the new requirements, including drafting a written program, developing training programs, and ensuring accurate recordkeeping.
– Q&A Session: An opportunity for participants to ask questions and seek clarification on key aspects of compliance with California’s new workplace violence prevention requirements.
Don’t miss this crucial webinar. Register today to reserve your spot. All LIVE attendees will receive a sample workplace violence prevention plan policy that can be used as a guide to drafting the required plan.
Power At Work Blogcast #39: Beyond the Headlines: Regional Reporting on Worker Power with Don McIntosh & Tim Rowden
In this blogcast, Burnes Center Senior Fellow Seth Harris is joined by Tim Rowden, editor of the St. Louis/Central Illinois Labor Tribune, and Don McIntosh, editor of the Northwest Labor Press to talk about how national headlines are impacting their regions, what they’re hearing from workers on the ground, and
Olive Garden/GMRI Inc. to Pay $30,000 To Settle EEOC Disability Discrimination Suit
PITTSBURGH – GMRI, Inc., doing business as Olive Garden, will pay $30,000 and agreed to significant non-monetary remedies under a consent decree settling a disability discrimination lawsuit filed by the U.S. Equal Employment Opportunity Commission (EEOC), the federal agency announced today.
BaronHR to Pay $2.2 Million in EEOC Hiring Discrimination Lawsuit
LOS ANGELES – Nationwide staffing agency BaronHR, LLC will pay $2.2 million and enter a consent decree requiring extensive injunctive relief to settle a hiring discrimination lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC) the federal agency announced today. The EEOC brought the lawsuit on behalf of a
10 states with the most workplace discrimination charges
Despite the recent emphasis on DEI in the corporate world, U.S. companies are still falling short of their promises to be diverse, inclusive and safe.
Job trend ‘resenteeism’ has employees coasting through workdays and hanging on, rather than quitting
‘For the time being, I will stick with my job and make it work even though my work ethic isn’t what it should be’
Gen Z workers can take criticism. You’re just phrasing it wrong.
Young workers want feedback and lots of it. But if you deliver it in the wrong ways, it could backfire.
New workplace trend ‘resenteeism’ has employees working less hard because they hate their jobs
Similar to the viral sensation “quiet quitting” — when employees get the bare minimum done on the job due to burnout and feeling they’re underappreciated — the latest career trend, “resenteeism,” captures workers’ tendency toward low productivity because they’re resentful.
Without support, many menopausal workers are quitting their jobs
Menopause-related symptoms can be debilitating. Many workers say they lack employer programmes – and have no choice but to leave their roles.