On March 18, 2020, the President signed into law H.R. 6201, incorporating substantial revisions to the Families First Coronavirus Response Act, which was originally passed by the House on March 14 and revised on March 16.
In the early morning hours of March 14, 2020, the U.S. House of Representatives overwhelmingly passed H.R. 6201, the Families First Coronavirus Response Act (the Act), which provides various forms of relief to those affected by COVID-19.
As the novel coronavirus (COVID-19) outbreak continues to evolve, national, state and local governments and agencies are updating their guidance for employers.
The World Health Organization (WHO) declared COVID-19 a pandemic in light of the alarming levels of the coronavirus spread, its severity, the level of inaction among governments/organizations, and the numbers of expected deaths and affected countries.
The coronavirus outbreak has caused concern for companies worldwide as they navigate and plan for its impact on their business operations.
AB 51 was signed into law on October 10, 2019, and purported to outlaw the use of mandatory arbitration agreements in employment claims related to the Fair Employment and Housing Act or the Labor Code.
California Governor Gavin Newsom has signed legislation that prohibits “no rehire” clauses in settlement agreements effective January 1, 2020.
The National Labor Relations Board (NLRB) has been busy the past few weeks.
In a unanimous decision, the U.S. Supreme Court ruled that Title VII’s charge-filing precondition to suit is not a jurisdictional requirement and is instead a procedural prescription that is subject to forfeiture, refusing to permit an employer to use the plaintiff’s alleged failure to ...
States have recently enacted new employment-related laws on issues ranging from flexible leave to marijuana testing.