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APPLIES TO All Employers with AK, AZ, CA, GU, HI, ID, MT, NV, OR, and WA Employees |
EFFECTIVE March 8, 2017 |
QUESTIONS? Contact HR On-Call |
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APPLIES TO All Employers with AK, AZ, CA, GU, HI, ID, MT, NV, OR, and WA Employees |
EFFECTIVE February 23, 2017 |
QUESTIONS? Contact HR On-Call |
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APPLIES TO All Employers with CA Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO All Employers |
EFFECTIVE January 26, 2017 |
QUESTIONS? Contact HR On-Call |
The U.S. Supreme Court recently announced its intention to review the split of authority among circuit courts regarding class action waivers in arbitration agreements. In the meantime, employers have wondered whether similar cases currently in progress with the National Labor Relations Board (“NLRB”) will be suspended pending the Supreme Court’s decision. The NLRB’s general counsel issued a memo instructing regional directors on how to proceed with similar cases.
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APPLIES TO All Employers with NY, CT, and VT Employees |
EFFECTIVE February 9, 2017 |
QUESTIONS? Contact HR On-Call |
The Second Circuit recently stated that employers are responsible for requesting additional information from an employee in order to determine if the employee is eligible for FMLA leave.
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APPLIES TO All Employers with DE, NJ and PA Employees |
EFFECTIVE January 30, 2017 |
QUESTIONS? Contact HR On-Call |
On January 30, 2017, the Third Circuit Court of Appeals stated that an employer’s good-faith belief that an employee has abused FMLA leave could potentially defeat an FMLA retaliation claim, even if the employer’s belief is ultimately incorrect. This decision aligns with several other circuit courts that have previously found such a good-faith belief could be a non-discriminatory reason for terminating an employee.
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APPLIES TO All Employers with MD, NC, SC, VA and WV Employees |
EFFECTIVE January 25, 2017 |
QUESTIONS? Contact HR On-Call |
In Salinas v. Commercial Interiors Inc., the Fourth Circuit Court of Appeals recently established a unique six factor test for determining joint employer status that aligns with the Department of Labor’s broad interpretation of joint employer status, and rejected the more narrow “economic realities” test used in other circuit courts.
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APPLIES TO All Employers with CA Employees |
EFFECTIVE February 14, 2017 |
QUESTIONS? Contact HR On-Call |
California’s Department of Fair Employment and Housing (“DFEH”) recently obtained a $290,000 settlement and reinstatement with reasonable accommodation on behalf of a high school custodian who was fired after sustaining an injury. This settlement reinforces DFEH’s position that blanket policies requiring employees to be “100% healed” before they return to work violate the employer’s duty to reasonably accommodate an employee disability.
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APPLIES TO All Employers with CA Employees |
EFFECTIVE February 28, 2017 |
QUESTIONS? Contact HR On-Call |
Current California wage order regulations provide non-exempt employees a minimum 10-minute rest break for every four hours worked, or major fraction thereof. These breaks must be counted as hours worked, must be paid at the employee’s hourly rate and cannot be deducted from employee wages. A