October has arrived, which signifies two things: pumpkin spice lattes are back, and new California employment laws are here.
On September 28, 2020, New York City Mayor Bill DiBlasio signed sweeping amendments to the Earned Safe and Sick Leave Law—which were effective just two days later. This has required immediate action by city employers to ensure compliance with their Earned Sick and Safe Time (ESST) policies and practices.
Despite a global pandemic and two COVID-19-related legislative shutdowns over the last seven months, California Gov. Gavin Newsom and the California legislature have concluded the 2020 Legislative session on September 30, 2020, with an outbreak of new employment-related laws for employers to grapple with. Not surprisingly, many are related to COVID-19.
In an effort to address race and gender-based pay gaps, on September 30, 2020, California Governor Gavin Newsom signed Senate Bill 973 (SB 973) into law. Here is what employers need to know:
The EEOC has issued helpful guidance on expectations for employers receiving remote working requests in the future, clarifying that an employer’s temporary shift to a remote environment does not create an obligation to accept future remote working requests.
The Equal Employment Opportunity Commission (EEOC) has voted to move forward with the rulemaking process to implement considerable changes to the EEOC’s conciliation procedures.
Employees awaiting the go-ahead from the Equal Employment Opportunity Commission (EEOC) to sue their employers over allegations of discrimination, harassment, and retaliation will soon hear from the agency on next steps.
In a decision with far-reaching implications, U.S. District Judge J. Paul Oetken in the U.S. District Court for the Southern District of New York sided with the State of New York in striking down a U.S. Department of Labor (DOL) Final Rule limiting the circumstances under which employees can gain access to sick leave and emergency family leave benefits during the COVID-19 pandemic.
On July 31, Goldberg Segalla partner Michael T. Glascott began his term as President of Federation of Defense and Corporate Counsel (FDCC).
On July 24, 2020, Connecticut Governor Ned Lamont signed Executive Order 7JJJ, which creates a rebuttable presumption that a COVID-19 diagnosis arises out of and in the course of employment for workers in certain circumstances. As in other states that have created similar rebuttable presumptions, either by executive order or statute, the
As employers are adapting to rebuilding the workplace during a pandemic, California recently introduced a bill that will require employers to provide “specified notifications” to its employees and relevant governmental entities of any employee exposure to COVID-19 “that the employer knew of or should have reasonably have known of.”
The U.S. Supreme Court has expanded the application of the First Amendment’s Religion Clauses to employment decisions made by religious institutions
The Occupational Safety and Health Administration (OSHA) recently issued new guidance for employers that clarifies previous guidelines for reopening businesses and returning employees to the workplace.
In May 2019, Section 8-107 of title 8 of the NYC admin code was amended to make it unlawful for an employer and others to test for marijuana or THC as a condition of employment. This law becomes effective May 10, 2020. The NYC Commission on Human Rights is promulgating
COVID-19 has changed the practice of law. Whether the changes are permanent or temporary, many have occasioned increased risks of malpractice claims against lawyers and law firms. To help our clients meet these new challenges, Goldberg Segalla has compiled a guide for avoiding and mitigating legal malpractice claims stemming from