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Employer Liability Issues Deadlines

Seyfarth Shaw LLP

Termination of TPS for Afghans Effective July 14, 2025: Implications and Legal Challenge

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The U.S. Department of Homeland Security (DHS), under Secretary Kristi Noem, has announced the termination of Temporary Protected Status (TPS) for Afghan nationals residing in the United States. The notice of termination,...more

Fisher Phillips

Workplace Law Update: 10 Essential Items on Your April To-Do List

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It’s hard to keep up with all the recent changes to labor and employment law, especially given the rapid pace at which the Trump administration has been moving on initiatives impacting the workplace and beyond. For the latest...more

Spilman Thomas & Battle, PLLC

Decoded - Technology Law Insights, V 5, Issue 9, November 2024

Welcome to our ninth 2024 issue of Decoded - our technology law insights e-newsletter. How are States Using Generative Artificial Intelligence? and Employee AI Adoption Cools Globally - Why this is important: As...more

Spilman Thomas & Battle, PLLC

The Health Record - Healthcare Law Insights, Issue 7, November 2024

Welcome to our seventh issue of The Health Record - our healthcare law insights e-newsletter. This will be our final issue of 2024. When we started this publication earlier this year, our goal was to provide our clients,...more

Bradley Arant Boult Cummings LLP

No. 8 Employers Have 15 Working Days to Contest a Citation but Have the Option to Negotiate a Settlement with OSHA Before That...

What happens if OSHA issues a citation and you do not agree with any or all of it? You have 15 working days from the date you receive the citation to contest in writing the citation, proposed penalty, and/or the abatement...more

Seyfarth Shaw LLP

Last Call for E-Verify Records: Compliance Steps Before the January 5, 2025 Disposal

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USCIS’s E-Verify Disposal Announcement - The U.S. Citizenship and Immigration Services (USCIS) recently announced that employers using E-Verify have until January 5, 2025, to download and retain records for cases last...more

Bass, Berry & Sims PLC

Notices Under FTC Rule on Non-Competes: What Should I Be Doing Now?

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As previously covered on our HR Law Talk blog, the Federal Trade Commission’s (FTC) non-compete ban (FTC Rule or the Rule) is scheduled to take effect on September 4, 2024. Issued in April, the FTC Rule prohibits all...more

Shutts & Bowen LLP

September 4th is Almost Here: How Employers Can Prepare for the Upcoming Effective Date of the FTC’s Non-Compete Rule

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In April 2024, the Federal Trade Commission (FTC) adopted a Rule banning most non-compete provisions in the employment setting, with an effective date of September 4, 2024. Thus far, there have been three major federal...more

Meyers Nave

New Legal Requirement for California Employers: Workplace Violence Policies

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Starting July 1, 2024, all employers in California with more than 10 employees are now required to implement comprehensive workplace violence policies....more

Franczek P.C.

Will The New Overtime Rule Take Effect July 1?

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The clock is quickly ticking down to July 1, when the U.S. Department of Labor’s new rule increasing the minimum salary for many employees to be considered exempt from overtime under the Fair Labor Standards Act is supposed...more

The Volkov Law Group

Deadline for CA Employers to Adopt New Workplace Violence Prevention Plans Approaches

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Organizations with operations in California are reminded of the upcoming July 1, 2024 deadline to comply with the provisions of S.B. 553—a bill that was signed into law by Governor Gavin Newsom on September 20, 2023,...more

CDF Labor Law LLP

California’s Workplace Violence Prevention Plan Deadline is in Less Than Two Weeks

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California employers who have not put together their Workplace Violence Prevention Plan need to move quickly.   Effective July 1, almost all California employers (with a few exceptions) are required to...more

Epstein Becker & Green

Don’t Miss the Deadline: New York City Employers Must Display “Know Your Rights” by July 1, 2024

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New York City employers, time is running out to update your bulletin boards. Local Law No. 161, which took effect January 2, 2024, requires New York City employers to display and distribute to each employee a multilingual...more

Littler

In Advance of July 1 Compliance Deadlines, Chicago Agency Posts Updated Guidance and Notices for the City’s Minimum Wages, Paid...

Littler on

The Chicago Department of Business Affairs and Consumer Protection (BACP) Office of Labor Standards (COLS) recently posted updates to its website regarding minimum wage obligations, paid leave and paid sick and safe leave,...more

McDermott Will & Emery

Proposed Federal Contractor Rule Will Impose Pay Equity and Transparency

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There are proposed amendments to the Federal Acquisition Regulation (FAR) that will change employment practices for federal contractors in two ways. First, these amendments will prohibit federal contractors from seeking and...more

Bodman

Who is a “Senior Executive” Under the FTC’s Non-Compete Clause Rule? It’s More Narrow Than You Think.

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The FTC’s non-compete ban is the topic of conversation for most in the HR world. As we all have heard, the FTC issued the Non-Compete Clause Rule (the “Rule”) which would ban nearly all non-compete provisions with limited...more

Lerch, Early & Brewer

Deadline Nears for DC Employers of Tipped Wage Workers to Report Compliance with Sexual Harassment Mandate

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District of Columbia employers with tipped wage workers have until May 31, 2024 to submit both their policy and recorded harassment complaints to demonstrate compliance with the District’s sexual harassment mandate....more

Littler

Employers Face June 1, 2024 Deadline to Comply with Lehigh County, Pennsylvania’s New Expansive Anti-Discrimination Ordinance

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The Lehigh County Human Relations Ordinance was enacted February 26, 2024, establishing county-specific non-discrimination requirements for employment, housing, education, health care and public accommodations.  The ordinance...more

Bradley Arant Boult Cummings LLP

Practical Advice Regarding FTC’s Non-Compete Ban for Employers

By now, everyone knows that the FTC issued a final rule that would ban all noncompete agreements entered into after the effective date. Effective Date of FTC Ban - The FTC’s noncompete ban is not in effect yet. It...more

Mintz - Employment Viewpoints

Everything You Always Wanted to Know About California’s Workplace Violence Prevention Plan (But Were Afraid to Ask) - Answers to...

Beginning July 1, 2024, a new California law (SB 553) will require most California employers to establish workplace violence prevention plans.  We answer 10 frequently asked questions about the new law below....more

Davis Wright Tremaine LLP

California Workplace Violence Prevention Law: What Employers Should Know Before July 1, 2024

In 2023, the California Legislature enacted a first-of-its-kind workplace violence prevention law that, unlike other workplace violence laws that apply to specific industries only (such as healthcare), applies across all...more

Perkins Coie

Cal/OSHA Provides Guidance for Employers Developing Workplace Violence Prevention Plans

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California’s Division of Occupational Safety and Health (Cal/OSHA) published a model workplace violence prevention plan and fact sheets for applicable industries to help employers comply with SB 553. As we noted in our 2023...more

Fenwick & West LLP

California Model Workplace Violence Prevention Plans Published by Cal/OSHA Ahead of July 1, 2024 Compliance Deadline

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As we reported in October, nearly all California employers must develop and adopt a written Workplace Violence Prevention Plan and implement related employee training as part of their existing Cal/OSHA Injury and Illness...more

Parker Poe Adams & Bernstein LLP

New California Law Requires Notice to Employees About Void Noncompetes

Most employers know that California has for decades prevented enforcement of employee non-competition and customer non-solicitation agreements. Some companies with California operations modify their agreements with employees...more

Sheppard Mullin Richter & Hampton LLP

Last Call for Employers to Submit OSHA Form 300A Data

Employers who meet certain size and industry requirements have until March 2, 2024 to electronically submit occupational injury and illness data from their Form 300A Annual Summary for 2023 to the federal Occupational Safety...more

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