On August 5, 2022, updated rules affecting tipped workers and salaried workers who work a fluctuating work schedule will go into effect.
The NLRB may address two important topics under the National Labor Relations Act through the administrative rulemaking process.
A useful reminder to employers about NLRB processes, enforcement actions and what employers can and cannot do when faced with a union organizing drive.
While the law will take effect on July 1, 2022, employers will not be required to provide the paid leave until January 1, 2026.
Connecticut’s bill comes as the NLRB General Counsel Jennifer Abruzzo has released a memo urging the Board to hold that such captive audience meetings are unlawful.
Employers were faulted for not having adequate timekeeping back-up plans in place and could be liable for the alleged wage and hour violations.
Employees required to listen to employer presentations concerning the exercise of collective bargaining rights may be deemed as violating the National Labor Relations Act.
With the prevalence of remote workers, this decision provides helpful guidance to human resources executives and leave program administrators.
Effective March 9, 2022 through December 31, 2023, Philadelphia employers with 25 or more employees must provide up to 40 hours of additional paid sick leave.
Last week the EEOC issued new guidance concerning caregiver discrimination related to the COVID-19 pandemic. This signals an increased focus on caregiver discrimination by the EEOC.
The U.S. District Court for the Middle District of Alabama determined that a symptomatic nursing assistant who was fired for following COVID-19 quarantine protocols can pursue her disability bias lawsuit against her former employer.
On January 13, 2022, the U.S. Supreme Court issued the much anticipated decision blocking a nationwide vaccine and testing mandate for large employers.
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