With the impending installment of a new presidential administration, employers can expect a potential wave of newly-proposed, employment-related federal legislation.
On Sunday, December 27, 2020, President Trump signed the latest round of COVID-19 legislation, the 5,500-page Consolidated Appropriations Act, 2021.
Faced with an increasing number of COVID-19 infections across the state, late last month, the California Division of Occupational Safety and Health issued emergency regulations intended to establish COVID-19 safety procedures in California workplaces.
Manatt’s employment group shares the top ten COVID-19 Vaccine Issues for employers.
On Thursday, December 3, 2020, California Governor Gavin Newsom announced the release of a new regional Stay-at-Home Order in response to increases in rates of new COVID-19 infections, hospitalizations and deaths across the state.
As a COVID-19 vaccine nears reality, employers may naturally ask whether they can require their employees to get vaccinated.
On Thursday, Nov. 19, 2020, the Standards Board of California’s Division of Occupational Safety and Health (Cal/OSHA) voted unanimously to move forward with a set of new regulations that heighten workplace safety requirements in response to the COVID-19 pandemic.
The battle over how to label workers in the gig economy continues in California, with voters approving a new measure exempting ride-sharing companies from a state law declaring drivers to be employees.
Coming off a record fiscal year (FY) 2020, the Securities and Exchange Commission’s (SEC) Office of the Whistleblower has already set a new record for FY 2021 with a $114 million award.
A California appellate panel recently held that an employee was not required to arbitrate the question of whether he was an “aggrieved employee” before he could pursue his Private Attorneys General Act (PAGA) action against his employer.