The National Labor Relations Board (“Board”) published its final rule in the Federal Register, which has the effect of greatly expanding who may be considered a “joint employer” under the National Labor Relations Act (“Act”)....more
The U.S. Department of Labor (“DOL”), through its Wage and Hour Division (“WHD”), has been intensifying its pursuit of Fair Labor Standards Act (“FLSA”) violations by residential care facilities, nursing facilities, home...more
Employers utilizing staffing agencies should be on high alert given the Department of Labor’s (“DOL”) recent investigations targeting these arrangements. Specifically, the DOL has been actively investigating businesses that...more
4/17/2023
/ Department of Labor (DOL) ,
Employees ,
Employer Liability Issues ,
Federal Labor Laws ,
Gig Economy ,
Hiring & Firing ,
Independent Contractors ,
Joint Employers ,
Misclassification ,
Staffing Agencies ,
State Labor Laws ,
Wage and Hour
The U.S. Department of Labor is set to issue a Proposed Rule that will have a significant impact on the test used to determine whether someone is an independent contractor or an employee under the Fair Labor Standards Act...more
10/12/2022
/ Biden Administration ,
Department of Labor (DOL) ,
Employee Definition ,
Employer Liability Issues ,
Fair Labor Standards Act (FLSA) ,
Federal Labor Laws ,
Gig Economy ,
Independent Contractors ,
Labor Reform ,
Misclassification ,
Proposed Rules ,
Regulatory Agenda ,
Wage and Hour
On August 8, 2022, three pieces of newly enacted state legislation go into effect, directly impacting private employers operating within the state. First, along with a number of other states,1 Maine has enacted Creating a...more
As many of you have likely heard, the Centers for Disease Control and Prevention (“CDC”) extensively revised its recommendations for how to address COVID-19. These broad updates are going to result in a major overhaul of the...more
Effective July 1, 2022, the “Healthy Workplaces Act” now requires all private employers in the State of New Mexico, regardless of the size of their business or total workforce population, to provide eligible employees with up...more
Illinois’ Equal Pay Act of 2003 now requires Illinois employers with 100 or more employees (who are required to file an EEO-1 report with the federal Equal Employment Opportunity Commission (“EEOC”)) to apply for an Equal Pay...more
Colorado employers in the private sector seeking to terminate an employment relationship now have additional notice obligations with respect to separated former employees, effective May 25, 2022. Specifically, Colorado...more
Two new changes to the employment landscape in Connecticut are set to take effect July 1, 2022, including expansions to the state’s minimum wage rate and limitations on disciplinary measures that may be taken with respect to...more
To further prevent violence and sexual harassment within Chicago workplaces, the City of Chicago Commission on Human Relations (“Commission”) has adopted new amendments to the Human Rights Ordinance (“Ordinance”), requiring...more
6/29/2022
/ #MeToo ,
Anti-Harassment Policies ,
Corporate Culture ,
Employee Training ,
Employees ,
Employer Liability Issues ,
Human Rights ,
Illinois ,
Labor Reform ,
Local Ordinance ,
New Amendments ,
Regulatory Requirements ,
Sexual Harassment