Perspectives on Labor & Employment
45 total results. Page 1 of 2.
Arent Fox’s Three-Part Seminar Series for Nonprofit and Association Executives: The Future of Work, Part I – HR Considerations
Arent Fox is hosting a three-part seminar series to bring together senior leadership at nonprofits and associations for interactive discussions of the big issues at play as they plan a return to in-person work and meetings.
In another pro-employer opinion, the National Labor Relations Board (the NLRB) changed the law and held that cases involving employees disciplined for engaging in offensive or abusive conduct, including making profane, racist, and sexually unacceptable remarks, in the course of an otherwise-protecte
The federal Fair Labor Standards Act (FLSA) requires that employers pay overtime based on an employee’s “regular rate” of pay.
The DOL will adopt the “primary beneficiary” test endorsed by those courts in evaluating internships sponsored by private employers.
NLRB recently overturned a case that had established a standard for evaluating the legality of employer handbook policies.
In the first ruling of its type, the Ninth Circuit held that an employer’s attorney can be sued for retaliating against an employee who sued his client.
On June 14, 2017, Governor John Carney signed a new law that will prevent Delaware employers from requesting the salary history of job applicants.
Retreat: Secretary of Labor Withdraws Expansive Informal Guidance on Joint Employment & Independent Contractors
With little fanfare or explanation, US Secretary of Labor Alexander Acosta announced on June 7, 2017 the withdrawal of the US Department of Labor’s 2015 and 2016 informal guidance on joint employment and independent contractors.
Following a recent trend that started in Massachusetts and the City of Philadelphia, New York City has become the latest jurisdiction to ban employers from inquiring about salary history for applicants.
On May 30, 2017, New York City Mayor Bill de Blasio signed into law Bill 1387-A, which prohibits covered retail employers from engaging in so-called “on-call scheduling,” a practice that is very common and in many cases critical to the industry.
On December 31, 2016, at 12:01am (i.e. not January 1, 2017), the New York State Department of Labor will implement regulations increasing the salary threshold exempting employees from overtime-pay requirements for most private employers.
The California Court of Appeal has held that employers’ itemized wage payment statements do not have to include the monetary value of an employee’s accrued vacation or paid time off.
Please Wait While I Check Your Bag: California Court Certifies Nike Bag-Check Class Action and Converse Workers Seek Class Certification in Similar Case
Long lines and waiting for security inspections are the new normal not only at airports and stadiums, but also at office buildings and theatres—just to name a few places.
Under the federal Fair Labor Standards Act, employers must pay employees overtime based on their “regular rate.”
Starting January 1, 2017, larger employers with employees working in San Francisco will have to provide employees with paid parental leave to bond with a new child. On July 1, 2017, the ordinance expands to cover smaller employers.
Defend Trade Secrets Act Creates Need to Revise Employee Contracts Governing Use of Trade Secrets and Confidential Information
Whether it is proprietary information regarding customers, pricing, sourcing, product design, or manufacturing methods, trade secrets provide a competitive edge in the market by virtue of the fact that it is not generally known.
Employers should be aware of several important changes to federal and New York wage and hour laws, effective December 31, 2015 and January 1, 2016.
Urban Outfitters, Inc. recently settled an overtime wage and hour class action brought by one of its employees who alleged that he and others similarly situated were forced to work overtime without appropriate pay and that the Company violated a number of other California labor laws.
On June 29, 2015, New York City Mayor Bill DeBlasio signed into law Bill 318-A, also known as the Fair Chance Act, which limits an employer’s ability to ask about an applicant’s criminal history until the applicant has been given a conditional offer of employment.
On April 14, 2015, Maryland Gov. Larry Hogan (R) signed into law a measure that extends the applicability of the state's anti-discrimination laws to unpaid interns.