National Labor Relations Board: Labor Day Roundup
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Ireland Moves Forward with New Parental Leave Policies
The President of Ireland is on track to sign into law a new amendment to parental leave laws after the country’s upper house (“Seanad Éireann”) approved it on May 8, 2019. The law had previously passed the lower house (“Dáil Éireann”) on June 13, 2018. The amendment now returns to Dáil Éireann for final approval before the President signs and enacts it into law.
The Parental Leave (Amendment) Bill 2017 (the “Parental Leave Bill”) expands existing…
NLRB Office of the General Counsel Advises that Uber Drivers Are Not Statutory “Employees”
Chinese government forbids employers from asking about childbearing or marital status
On January 15, 2019, we posted an article about the effect of the #MeToo era on China’s efforts to draft its first Civil Code enshrining the country’s civil laws (https://www.internationallaborlaw.com/2019/01/15/china-responds-to-metoo-employers-stay-alert/). While China is not expected to adopt the Code until at least 2020, the Chinese government is beginning to take steps now to address gender discrimination in the workplace.
On Thursday, February 21, the Chinese government posted a notice on the website of…
Korean National Assembly Addresses Workplace Bullying and Harassment through Two New Measures
On December 27, 2018 the Korean National Assembly addressed workplace bullying and harassment in partial amendments to the Labor Standards Act (the “LSA”) and the Industrial Accident Compensation Insurance Act.
LSA, Article 6-2, “Prohibition of Workplace Harassment”
This amendment to the LSA serves two main purposes: (1) creating new employer obligations; and (2) providing a definition of “workplace harassment,” a term previously left undefined under the law.
New employer obligations resemble those under the Equal…
UK Decision Puts Employers on Notice for Vicarious Liability at Work-Related Events
With the holiday party season just around the corner, tragic events in the United Kingdom present a worst-case scenario for reveling workers and for employers who may find themselves held responsible. Bellman v. Northhampton Recruitment Ltd. extends the bounds of employer vicarious liability where an employee is injured at a company-related social event. But, the extraordinary facts at play and the Court’s hedging opinion suggest that the decision’s implications may be limited.
Facts
In December…