The City of San Diego finally certified the Minimum Wage and Sick Leave Ordinance (“Ordinance”) voters passed in June. Though the Ordinance went into effect on July 11, 2016, there are additional pending amendments to the bill that will require a second reading before becoming effective. The amendments are expected to become effective after the second reading, 30 days after the original Ordinance’s effective date.
The amendments cover several key areas employers had raised concerns about.
Final Rules Affecting Federal Contractors’ Fair Pay and Workplace Protections
/in HR AlertsAPPLIES TO
Varies; See Below
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Two Final Rules – one already in effect, and one forthcoming—will significantly impact federal contractors’ employment practices. The Rules are designed to ensure that appropriate workplace protections are extended to workers of entities that contract with the federal government. Failure to comply with these Rules could result in penalties, or being denied or blacklisted from contracts.
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Eighth Circuit: Guidance on Overtime Hours When Calculating Intermittent FMLA Leave Benefits
/in HR AlertsAPPLIES TO
Employers with Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, South Dakota Employees
EFFECTIVE
August 4, 2016
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Tracking intermittent leaves can be an administrative headache. For one company, “voluntary” overtime compounded that difficulty. In Hernandez v. Bridgestone Americas Tire Operations, LLC (“BATO”), the Eighth Circuit provided guidance on determining when overtime becomes mandatory for the purpose of calculating intermittent FMLA leave benefits.
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New Definition of Independent Contractor Status in Arizona
/in HR AlertsAPPLIES TO
Employers with Arizona Employees
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August 6, 2016
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Arizona H.B. 2114, a recent law providing Arizona employers and independent contractors tools to ascertain an individual’s employment status, became effective last month. Independent contractors now have the option to sign and date a Declaration of Independent Business Status (“DIBS”) to confirm their employment status.
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Non-Compete Provisions Involving Physicians Restricted in Connecticut, Rhode Island
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Employers with Connecticut, Rhode Island Employees
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Connecticut and Rhode Island join Massachusetts, Delaware, Colorado, Texas and Tennessee in enacting laws that restrict the use of non-compete provisions in relation to physicians. Summaries of the law in each state are included below.
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September Updates
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NLRB Says Joint-Employer Workers Can Join Unions Without Consent of Employers
/in HR AlertsAPPLIES TO
All Employees
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July 11, 2016
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Last year, we reported on the National Labor Relations Board’s (“NLRB”) controversial decision to redefine the joint-employer standard. This year, the NLRB has reinstated a standard that allows bargaining units composed of both solely and jointly-employed workers to unionize, with or without their employer’s consent. This would allow temporary workers who are jointly employed to more easily unionize.
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Recent California Bills Signed into Law
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On July 22, 2016, Governor Brown signed a number of bills into law. The bills become effective January 1, 2017, unless otherwise noted. Key provisions from each bill are summarized below:
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California Employers Must Accommodate Non-Disabled Employees Who are Associated with Disabled Individuals
/in HR AlertsAPPLIES TO
All Employers with California Employees
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April 4, 2016
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A California Court of Appeals recently stated that employers are required to provide reasonable accommodations to individuals who are associated with a disabled individual. In other words, reasonable accommodations must be provided not only to those who are themselves disabled, but the disabled individuals who are associated with applicants or employees.
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UPDATE: San Diego’s Paid Sick Leave, Amended
/in HR AlertsAPPLIES TO
All Employers with San Diego, CA Employees
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September 2, 2016
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(888) 378-2456
The City of San Diego finally certified the Minimum Wage and Sick Leave Ordinance (“Ordinance”) voters passed in June. Though the Ordinance went into effect on July 11, 2016, there are additional pending amendments to the bill that will require a second reading before becoming effective. The amendments are expected to become effective after the second reading, 30 days after the original Ordinance’s effective date.
The amendments cover several key areas employers had raised concerns about.
Read more
Chicago, Illinois to Require Paid Sick Leave
/in HR AlertsAPPLIES TO
Employers with at least one covered employee in Chicago, Illinois
EFFECTIVE
July 1, 2017
QUESTIONS?
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(888) 378-2456
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