Sunday, July 5, 2026Labor & Employment Law
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5416 articles on ELINFONET
Delaware
The new Delaware WARN regulations specify that WARN notices must include detailed information about each affected worker, payouts, severance packages, and whether the employer is self-insured for workers’ compensation. The regulations introduce formal requirements for WARN notices, such as using off
California - General
California’s privacy agency has proposed regulations on automated decisionmaking technology, risk assessments, and cybersecurity that would pose heavy burdens on many employers regarding their California applicants, employees, or independent contractors. Common uses of automated decisionmaking techn
Immigration - Visas
On December 2, 2024, the Department of Homeland Security (DHS) and the Department of Labor (DOL) published a temporary final rule (TFR) making nearly 65,000 more H-2B visas available for fiscal year (FY) 2025. DHS has indicated that these “supplemental visas are aimed at helping U.S. employers who a
New York - General
The New York State Department of Labor (NY DOL) has released highly anticipated guidance in the form of Frequently Asked Questions regarding the new January 1, 2025 requirement for employers to provide paid leave for pregnant employees to attend prenatal medical appointments and procedures.
FLSA - Federal Minimum Wage
While Americans across the country headed to the polls to decide who would govern their country, state, county, or city, most decisions were already made concerning what minimum pay rate would govern the employment of non-exempt and exempt employees on January 1, 2025. However, some state and local
Maine
Maine joins 13 other states and Washington, D.C. in implementing a paid family and medical leave program. Maine’s program, which will provide up to 12 weeks of paid leave per year, covers all eligible employees of private and public employers, except employees of the federal government, in the state
HR - Employee Handbooks
2024 produced a number of new laws and legal developments requiring changes to employer policies, including changes related to discrimination and harassment, pregnancy and lactation, workplace safety and violence, and paid leaves, among others. Employers should review their handbooks and policies to
Sex Discrimination - Title IX
11th Circuit holds Title IX does not provide plaintiffs with a private right of action for employment-based sex discrimination. Appellate court explained that Title VII governs such claims and clarified scope of protected activity under Title IX.
California - General
California’s Assembly Bill (AB) 3234, which becomes effective on January 1, 2025, imposes new disclosure duties on employers conducting voluntary audits on child labor practices. The scope of the new law is unclear, and further guidance from state labor authorities is expected. Until such guidance i
Nevada - General
The Nevada Division of Industrial Relations (DIR), the principal regulatory agency responsible for workplace safety and worker protections in the state of Nevada, recently adopted a heat illness prevention regulation to protect workers in indoor and outdoor places of employment from heat hazards. Th
HR - USERRA
USERRA prohibits employment discrimination and retaliation based on military status or obligations and includes broad reemployment rights. Recent case shows that a company’s pro-military/veteran position, policies, and programs can help establish a defense to USERRA claims alleging anti-military bia
FLSA - Holiday Pay, Gifts, Bonuses
Dear Littler , We’d like to provide gifts to our staff for the holidays but are unsure which types of gifts would trigger tax obligations for our employees. We’d also like to offer donation matching for our employees’ favorite causes this season but are unsure how that works. Is there any
Affirmative Action - OFCCP
On November 25, 2024, the Office of Federal Contract Compliance Programs (OFCCP) announced it was reinstating the revised Monthly Employment Utilization Report (CC-257) . Employers with a federal construction contract or subcontract and/or federally assisted construction contract or subcontract in e
Alabama
A new Alabama law clarifies the types of overtime wages exempt from state withholding, prompting the Alabama Department of Revenue to promulgate new rules.
Labor Law - Union Organizing
This podcast features an in-depth discussion with Littler attorneys Maura Mastrony and Jonathan Levine about recent decisions from the National Labor Relations Board that overturned decades of precedent and what employers might expect moving forward.
HR - General
States and some cities were especially active this year passing workplace legislation, many of which create new compliance obligations for employers. Littler’s Workplace Policy Institute (WPI) has been tracking these laws as they worked their way through the legislative and regulatory processes befo
New York - General
New York City’s Safe Hotels Act, effective May 3, 2025, will impose new requirements on hotel owners and operators in the city. The law includes a new licensing requirement with staffing, safety, cleanliness, direct employment, and panic button obligations. Large hotels will no longer be permitted t
Affirmative Action - OFCCP
On November 20, 2024, the Office of Federal Contract Compliance Programs (OFCCP) published a new Corporate Scheduling Announcement List (CSAL) for Supply and Service Contractors designated as “Fiscal Year 2025 Release 1.” The CSAL provides contractors with notice of locations that are in line to be
Labor Law - Union Organizing
The NLRB overturned decades-old precedent by finding that mandatory meetings about unionization are unlawful. The decision also seemingly narrowed the circumstances under which an employer may rely on “past practice” to solicit employee grievances during a union campaign and added to the list of emp
Labor Law - Union Organizing
The recent NLRB decision finding that mandatory employer meetings involving unionization discussions are unlawful includes other points that will affect employers. Board majority seems to have narrowed the circumstances under which an employer may publicize existing benefits and rely on “past practi