Insights on Labor, Employment & OSHA
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Questions are being raised if an employer has the legal right to discipline or discharge employees who refuse to work out of concern about the Coronavirus. The definitive legal answer is, “it depends.” There are both legal and employee relations issues at stake here.
Congress is moving quickly to provide relief to employees who are impacted by COVID-19, and the legislation will also have a big impact on most employers.
With the WHO declaring the coronavirus a worldwide pandemic and President Trump declaring a “National Emergency to Fight COVID-19,” it is imperative that employers understand the requirements of the OSH Act and its standards to ensure that work and the workplace are safe for their employees.
On March 10, the Department of Labor’s Wage and Hour Division issued guidelines that address many Fair Labor Standards Act issues that have arisen due to the COVID 19 pandemic. This Alert identifies some of the highlights.
Congressional leaders in Washington are halfway towards passing a second comprehensive spending package in response to the coronavirus outbreak.
The spread of the coronavirus COVID-19—recently declared a pandemic by the World Health Organization—has created a myriad of practical and legal issues for employers seeking to prioritize employee health and wellness while continuing to meet business and customer needs.
Yesterday, the National Labor Relations Board (NLRB or Board) issued its much anticipated final rule on the joint-employer standard under the National Labor Relations Act (NLRA).
On February 26, 2020, the National Labor Relations Board (the NLRB) issued its final rule governing joint employer status under the National Labor Relations Act (the NLRA).
On October 10, 2019, California Governor Gavin Newsom signed into law California Assembly Bill 51 (“AB 51”), which prohibits California employers from requiring prospective and current employees to “waive any right, forum, or procedure” for a violation of the California Fair Employment and Housing A
Schiff Hardin LLP is pleased to announce that 88 attorneys have been named to the 2020 Leading Lawyers list.
The Centers for Disease Control and Prevention recently published interim guidance for businesses and employers regarding coronavirus.
On Tuesday, February 11, 2020, the Equal Employment Opportunity Commission filed a complaint against Yale New Haven Hospital.
As noted in an earlier Alert, on January 9, 2020, the Federal Trade Commission held a public workshop and invited public comments on whether the FTC should issue a rule that would restrict or prohibit the use of non-competes in employment contracts.
On January 9, 2020, the Federal Trade Commission held a public workshop to consider whether the FTC should issue a rule that would restrict or prohibit the use of non-competes in employment contracts.
On January 12, 2020, the US Department of Labor (Department or DOL) announced that it is issuing a Final Rule that will update and revise its regulations issued under the Fair Labor Standards Act (FLSA or the Act) that provide guidance on determining joint-employer status under the Act.
Partner Julie Stahr was quoted on the Illinois Cannabis Regulation and Tax Act, which legalized and regulated the production, sale, and consumption of cannabis in the state of Illinois.
Time is of the Essence: Effective January 7, 2020, New York employers who have an Employee Handbook must include in the Handbook a notice of employees’ rights to be free of discrimination and retaliation on the basis of their or their dependents’ reproductive health decisions.
On January 7, 2020, the Administrator of the Wage and Hour Division (WHD) of the US Department of Labor (DOL) issued an Opinion Letter addressing calculating overtime pay for a non-discretionary lump sum bonus paid at the end of a multi-week training period. WHD Opinion Letter FLSA2020-1.
The USCIS has significantly changed the way it will conduct its annual H-1B lottery this year, and, although many questions remain as to the exact logistics, one detail has been confirmed.
Last week, the Department of Labor’s Wage and Hour Division issued two field assistance bulletins, FAB 2020-7 and FAB 2020-8, aimed at supporting the US workforce during the coronavirus pandemic. Here’s what you need to know about each.
Employees who allege they were underpaid on the basis of their sex, in violation of Title VII of the Civil Rights Act, are not required to first establish an Equal Pay Act claim but rather need only prove that the employer discriminated with respect to compensation because of sex.
Following the trend that began in New York and California, Illinois’ own #MeToo-inspired legislation, called the Workplace Transparency Act (WTA), applies to all Illinois employers[1] and takes effect on January 1, 2020.
Most Illinois employers are already aware of the Illinois Cannabis Regulation and Tax Act (Cannabis Act) which, among other things, legalizes recreational use of marijuana in Illinois effective January 1, 2020.