?Under California law, employees normally accrue daily overtime for hours worked over eight hours in a day. Alternative workweek schedules (AWS) permit workplaces to adopt different schedules longer than eight hours without... Read more »
?Target workers in Virginia filed on May 10 with the National Labor Relations Board (NLRB) to become the only unionized store within the company, but the status of that effort is now... Read more »
?Illinois Gov. J.B. Pritzker has signed into law an amendment to the Illinois Equal Pay Act (IEPA) requiring companies with 100 or more employees in Illinois to obtain an equal pay registration... Read more »
?Employers in the restaurant and hospitality industries know it’s a common practice to ask workers to share gratuities. Tip pools can promote teamwork and a better customer experience—but they can also land... Read more »
?South Carolina Gov. Henry McMaster has signed into law House Bill 3126, which has implications for public and private employers that continue to require employees in South Carolina to be vaccinated against COVID-19.... Read more »
?On April 20, Mississippi became the last state in the nation to enact an equal pay law, when Gov. Tate Reeves signed the Mississippi Equal Pay for Equal Work Act (“Mississippi Act” or... Read more »
Over the last 12 months, many employees have started to return to work at a worksite other than their home, even though some remain remote or partially remote. Employers may need a... Read more »
?Takeaway: Employers should process an employee’s leave request relating to a potential disability even if the basis of the request is unclear. Courts may overlook deficiencies in the request like asking for... Read more »
?In 2020, Colorado enacted a statewide paid family and medical leave insurance program, following roughly a dozen states that have adopted similar programs in recent years. Since that time, the state has been... Read more »
?Takeaway: This case presents additional considerations for employers in assessing and addressing claims of harassment. Even if a report of harassment is made after-the-fact and the harassment is not ongoing, employers should still... Read more »
