In a closely-watched decision, a Regional Director for the National Labor Relations Board ruled on March 26, 2014 that football players receiving scholarships at Northwestern University are “employees” and eligible to unionize. This landmark decision marks a potential change in Board law that could possibly alter the landscape of union organizing; at least regarding private… Continue Reading
If your client has California operations and isn’t aware, it could end up like the employer did in Shomit James v. Globus Medical, Inc. James demonstrates that the competition in California for talent remains high, that competitors are increasingly aggressive about hiring employees your client may think are “locked up,” and will offensively challenge standard… Continue Reading
On January 20, 2014, the Philadelphia Mayor enacted an amendment to the City Code that requires the city employers “to provide reasonable accommodations to an employee for needs related to pregnancy, childbirth, or a related medical condition.” The provisions of the new City amendment are triggered if the employee requests such accommodations, and if it… Continue Reading
Employers operating in New Jersey must now “conspicuously post” the attached gender equity poster in a place accessible to their New Jersey employees. Employers can satisfy this requirement by posting the notice on a company internet/intranet site for exclusive use by employees and accessible to all employees. In addition, employers must provide their employees with… Continue Reading
The GT Alert — 2013 California Employment Law Legislative Update: Things You Need to Know for 2014 was prepared by James M. Nelson, Angela Diesch and Jennifer Holly. This Alert discusses how California’s legislative changes will affect management of employment in California for 2014 and beyond. The authors offer insight on the more significant employment-related… Continue Reading
With Adam Braun When the Illinois General Assembly adjourned the 2013 Spring Session on May 31st, it set the stage for substantial changes to Illinois employment law. The General Assembly sent six employment law related bills to Governor Pat Quinn while leaving one major piece of unfinished business on its agenda. Illinois employers should be… Continue Reading
Massachusetts recently became one of a number of states to legalize the use of marijuana for medical purposes. Regulations issued by the Massachusetts Department of Public Health are effective on May 24, 2013, enabling individuals to register to use medical marijuana. Massachusetts employers should consider this new law in administering their personnel policies with respect… Continue Reading
In response to the growing number of tragic mass shootings, most recently in Newtown, Connecticut, federal, state and local governments continue grappling with how to address issues of gun control. Given these arising issues, employers must also be cognizant of their duty to protect employees, clients and customers while still being mindful of individual employee… Continue Reading
It is an age old litigation problem. The employee engaged in conduct the employer found sufficient for termination. The employee claims that was not the real reason and points to alleged discriminatory acts. How does one decide the issue? As importantly, from an HR perspective, how does the employer assess risk as no workplace is… Continue Reading
On November 6, Colorado voters passed Amendment 64, the controversial initiative legalizing the non-medical use of marijuana by adults, making Colorado the first state in the nation to decriminalize the possession, cultivation and sale of marijuana. Our recent Alert, “Rocky Mountain High: Colorado Voters Legalize Non-Medical Use of Marijuana,” discusses the impact of Amendment 64 on employers and workplace policies.
Relying on the federal Department of Labor rounding standard, a California appellate court ruled last week that even in California an employer is entitled to use the nearest-tenth rounding policy if it is fair and neutral on its face and it is used in such a manner that it will not result, over a period… Continue Reading
In a unanimous decision due to be published on May 15, the Connecticut Supreme Court has ruled that employers can be held liable for failing to protect employees from harassment based upon sexual orientation. In Patino v. Birken Manufacturing Company, a former employee of the jet engine component maker Birken Manufacturing, Co. accused the company of… Continue Reading
On April 30, 2012, the California Supreme Court issued a decision holding that the fee shifting provisions of California Labor Code sections 128.5 and 1194 do not apply to claims for wages made pursuant California Labor Code section 226.7 for failure to authorize meal and/or rest periods. Kirby v. Immoos Fire Protection, Inc., ____ Cal. 4th ___ (2012).
In California, it is well established that non-compete provisions are unenforceable, subject to certain statutory exceptions. But what about non-compete provisions that are ambiguous as to their protection of confidential information or trade secrets? Recently, when faced with such a provision, one California federal court narrowly construed the provision to find it enforceable.
Does an employee have the right to proceed before the California Labor Commission after signing an agreement to arbitrate all claims? That is a question the California Supreme Court will have to decide after the U.S. Supreme Court vacated its decision in Sonic-Calabasas A, Inc. v. Moreno and remanded the case for further consideration in light of AT&T Mobility v…. Continue Reading
The Virginia Supreme Court issued an opinion on Friday making clear that non-compete provisions that are overbroad as to the function to be performed by the employee are not enforceable in Virginia.
Last week, California Governor Jerry Brown signed into law the Gender Non-Discrimination Act (AB 887), which changes the language of the state anti-discrimination law to specifically include gender, gender identity and gender expression as enumerated protected categories. The governor also signed into law the Vital Statistics Modernization Act (AB 433), which streamlines the process by which transgender individuals may correct the gender marker on their birth certificates.
A new year, and a new minimum wage in Arizona. Effective January 1, Arizona’s minimum wage will increase by 10 cents to $7.35 per hour, which exceeds the federal minimum wage of $7.25 per hour. In 2006, voters approved an initiative to establish a minimum wage in Arizona and provide for annual increases based on the cost… Continue Reading
On November 2, Georgia voters approved an amendment to the state constitution that will have a substantial impact on the drafting, negotiation, and enforcement of non-competition, non-solicitation and non-disclosure covenants in Georgia.
The California election results are unlikely to signal that “Happy Days Are Here Again” for California employers. Companies with California employees should start reviewing their compliance processes and risk management measures.