Insider threats continue to be pervasive and real. Last month’s indictment of a Russian national accused of conspiring to recruit a U.S. company’s employee to carry out a cyberattack is a sharp reminder of that.
Recent action by the U.S. government reminds us that engaging in the cryptocurrency markets continues to present counterparty risk in the context of with whom you are doing business.
With the clock ticking, Gov. Gavin Newsom signed into law on September 30 several employment-related bills enacted by the California legislature. Below, we highlight some of the new laws employers should begin preparing for.
The one-time use of a racial epithet by a coworker was not enough to sustain a hostile work environment suit brought by a former employee of a district attorney’s office, a California appellate court has ruled.
A new California law has created additional requirements for employers that have workers under the age of 18.
A new executive order signed by President Donald Trump has banned the teaching of “divisive concepts” and “race or sex scapegoating” as part of the training for federal employees and contractors.
In Craft Smith, LLC v. EC Design, LLC, the U.S. Court of Appeals, Tenth Circuit, ruled that a knockoff version of a personal organizer did not infringe the original organizer’s overall design.
On September 22, 2020, the U.S. Department of Labor issued a long-awaited proposed rule for determining whether a worker is an independent contractor or an employee under the Fair Labor Standards Act.
On September 9, Governor Newsom signed into law AB 1867 which is effective immediately and codifies Executive Order N-51-20 related to sick leave for food sector workers, and establishes supplemental paid sick leave for certain workers not covered by the Families First Coronavirus Response Act.
In Dana-Farber Cancer Institute v. Ono Pharmaceutical Co., Ltd., the Federal Circuit held that publication of a part of a complicated invention did not automatically preclude joint inventorship of that invention.