THE U.S. DISTRICT COURT FOR THE EASTERN DISTRICT OF PENNSYLVANIA HAS ALLOWED A GROUP OF PLAINTIFFS TO PROCEED WITH A LAWSUIT ALLEGING THEY WERE WRONGFULLY TERMINATED FOR COMPLAINING THAT THEIR EMPLOYER VIOLATED STATE AND LOCAL COVID-19 ORDERS
California residents have voted to expand the California Consumer Privacy Act of 2018 with the California Privacy Rights Act of 2020
New York City Mayor Bill de Blasio signed two new bills into law that increase job protections for fast food workers, which will take effect in 180 days
On November 2, 2020, the New Jersey Superior Court of Essex County in Loeb v. Vantage Custom Classics Inc., ruled that a plaintiff could proceed with a lawsuit against his former employer under the New Jersey Conscientious Employee Protection Act (CEPA), for his alleged termination in retaliation for expressing concerns about worker safety and seeking to implement various COVID-19-related safety protocols and measures.
The EEOC has released guidance on COVID-19 vaccinations and the workplace
In response to the rising number of reported COVID-19 cases in California, California’s Division of Occupational Safety and Health Standards Board adopted emergency temporary standards (ETS), which went into effect immediately on November 30, 2020
On December 2, 2020, the New York State Department of Labor (DOL) released proposed regulations further interpreting the New York Paid Sick Leave Law (NY PSL).
California employees have one more thing to be grateful for this year, just in time for Thanksgiving. On September 17, 2020, Gov. Gavin Newsom signed Senate Bill No. 1383 into law, effectively expanding the existing family and medical leave protections for working families. This new law, which becomes effective January 1, 2021, makes several significant changes to the existing family and medical leave law, commonly referred to as the California Family Rights Act (CFRA).
New York State has amended its travel policy to allow visitors to “test out” of the 14-day quarantine
GOVERNOR NEWSOM SIGNED ASSEMBLY BILL (AB) 685 INTO LAW, ESTABLISHING NEW REQUIREMENTS FOR EMPLOYERS TO NOTIFY EMPLOYEES AND THEIR UNIONS ABOUT POTENTIAL WORKPLACE COVID-19 EXPOSURES EFFECTIVE JANUARY 1, 2021
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.