Sunday, July 5, 2026Labor & Employment Law
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6399 articles on ELINFONET
Illinois - General
Illinois Governor Pat Quinn has approved a measure amending his state's data breach notification law to increase protections for Illinois residents. The changes will become effective January 1, 2012.
New York - Human Rights Law
The United States Court of Appeals for the Second Circuit has certified to New York’s highest state court, the New York Court of Appeals, this question of first impression: whether a plaintiff is barred from pursuing federal law discrimination claims under Title VII and the Americans with Disabili
California - General
When an employer in California hires an independent contractor, what duty, if any, does the hirer owe to the contractor’s employee injured on the job? Generally, when employees of independent contractors are injured in the workplace, their remedy is limited to workers’ compensation. They cannot
Washington State - General
The Seattle City Council has approved a requirement that businesses in Seattle provide paid leave to employees when they or their family members fall ill or are a victim of domestic violence. Additionally, the new ordinance (Council Bill No. 117216) requires employers to post a notice informing empl
California - General
An employee who uses false documentation to secure employment with an employer has no recourse for an allegedly wrongful failure to hire, the California Court of Appeal has ruled. Salas v. Sierra Chemical Co., No. C064627 (Cal. Ct. App. Aug. 9, 2011). In addition, the “after-acquired-evidence†d
Washington State - Wage & Hour
A Washington state appeals court has ruled that employees who miss state-mandated rest breaks during their regular 40-hour workweek assignments are not entitled to overtime compensation for the missed rest breaks. The Court held that the plaintiff-nurses were entitled only to straight-time compensat
New Jersey - Wage & Hour
The New Jersey Department of Labor and Workforce Development (“NJDOLâ€) has adopted the federal regulations regarding white collar overtime exemptions, repealing existing state regulations and eliminating inconsistencies between the two regulatory schemes. This will provide employers with greater
Texas
The 82nd session of the Texas legislature resulted in several new laws affecting employers. We summarize the more noteworthy legislation in this article. All laws are effective September 1, 2011, unless otherwise noted.
California - Fair Employment And Housing Act
In a potentially dangerous precedent for employers, a California appeals court has ruled that an employee claiming employer sexual or racial harassment can prove the employer's discriminatory intent by showing the employer harassed other workers, even though such harassment occurred outside the comp
New York - Human Rights Law
Title VII of the Civil Rights Act, the New York State Human Rights Law, and the New York City Human Rights Law all protect employees from workplace discrimination based on religious beliefs and practices, and impose an obligation on New York employers to provide reasonable accommodations for the rel
California - Wage & Hour
Nonresidents of California are entitled to overtime pay under state law for work performed in California, the California Supreme Court has held, answering questions about California law at the request of the U.S. Court of Appeals for the Ninth Circuit. Sullivan v. Oracle Corp., 51 Cal. 4th 1191 (Cal
California - General
Reversing an order compelling arbitration, the California Court of Appeal has held that an arbitration agreement in an employee handbook was unconscionable because it was a contract of adhesion, failed to give adequate notice of the arbitration rules that will apply, and lacked mutuality. Thus, the
Connecticut - HRO Law
Legislation significantly amending the procedures governing how the Connecticut Commission on Human Rights and Opportunities will process complaints takes effect October 1, 2011. Although new Public Act No. 11-237 is an attempt to shorten the time that a charge remains pending at the CHRO once a mer
Connecticut - General
Health care employers in Connecticut have new obligations to protect their employees when it comes to workplace violence. Public Act No. 11-175, signed by Governor Dan Malloy on July 13, 2011, applies to any Connecticut health care employer who employs at least 50 full employees, whether full-time o
California - Wage & Hour
The California Court of Appeal has held that employees who work overnight shifts that begin on one day and conclude on the next, but which are not interrupted by unpaid, non-working periods, do not work “split shifts,†as defined in the applicable Industrial Welfare Commission Wage Order. Securi
Connecticut - General
A new law in Connecticut generally prohibits employers from using credit reports in making employment decisions regarding existing employees or applicants. The law, effective on October 1, 2011, applies to all employers in Connecticut that have at least one employee.
Wisconsin - General
Wisconsin employers that hire employees not legally authorized to work in the United States may risk tough new penalties should Senate Bill 137 become law. The bill, in its current form, does not distinguish between employment of an unauthorized person that is intentional or unintentional. Another b
Connecticut - General
An amendment to Connecticut law prohibits employers in the state from discriminating against their employees based on “gender identity or expression.†The new law expands the protections of the Connecticut Fair Employment Practices Act, which already prohibits employment discrimination based on
Texas
The Texas Supreme Court has determined that, under the Texas Covenants Not to Compete Act, a covenant not to compete signed by a current employee in consideration for stock options is not unenforceable as a matter of law. The Court found the consideration is reasonably related to the company’s int
Washington State - General
A private employer in Seattle would be required to provide its employees with “paid sick and safe time†to care for “their own or their family members’ health needs or their own or their family members’ safety or other needs resulting from domestic violence, sexual assault, or stalking…â