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.
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
Pennsylvania Department of Health Secretary Dr. Rachel Levine has issued an order requiring protections for critical workers who are employed at businesses that are authorized to maintain in-person operations during the COVID-19 emergency. The order took effect immediately on April 15, 2020, but does not become “enforceable” until 8 p.m. on April 19, 2020.
New Jersey Senate Bill 2374 has expanded protections of the New Jersey Family Leave Act to employees taking time off to care for a family member during the COVID-19 outbreak
As part of New York State’s 2020–21 budget, Gov. Andrew M. Cuomo signed legislation which largely reverts the election leave law back to its original state (with some exceptions), prior to the amendments passed in 2019. The 2019 amendments were criticized by many for providing election leave entitlements to all employees, including those that seemingly had enough time to vote outside of work.
In response to the COVID-19 pandemic, the Connecticut Workers’ Compensation Commission has instituted temporary emergency guidelines that will directly impact the day-to-day operations of the Commission as well as the speed at which cases will be heard. In response to this unprecedented event, the Commission has postponed all dockets for March