COVID-19 has permanently changed the workplace we once knew. Employers needed to adapt to new legislation meant to deal with the unprecedented impact of the pandemic. Expansion of the California Family Rights Act, mandatory paid sick leave for COVID-related illness,
Dykema Labor & Employment Law Blog
The Dykema Labor & Employment Law Blog, published by Dykema, covers a range of topics related to labor and employment law. It addresses legislative updates and compliance obligations, including changes in state employment laws such as those in Illinois and California. The blog discusses regulatory enforcement trends, such as FTC scrutiny of non-compete agreements, and provides guidance on emerging workplace issues like the use of artificial intelligence. It also covers federal labor law preemption in specialized industries, union activity, wage and hour regulations, employee leave laws, and employment contract considerations. The blog serves as a resource for employers to understand evolving legal requirements and labor relations developments.
Latest from Dykema Labor & Employment Law Blog - Page 10
OSHA Releases Highly Anticipated Vaccine Mandate ETS
By Ray Bissmeyer, James Hermon & Dykema
Nearly two months after President Biden unveiled his COVID-19 Action Plan, the federal Occupational Safety and Health Administration (OSHA) has issued an Emergency Temporary Standard (ETS) that requires all employers with at least 100 employees to establish, implement, and enforce…
Dilemma for Texas Employers: Require Vaccinations or Not?
Texas employers who have tried to adopt “best practices” with respect to the health and safety of their employees and customers during the past 18 months have faced quite a challenge. Disagreements between officials at the local, state, and national…
To Vax or Not to Vax: No Longer a Question for Larger Private Employers Under Biden’s Vaccine Mandate
The Solicitor of Labor has commented that the ETS is expected to be published in the coming weeks. The ETS will go into effect immediately upon publication except for those states with their own OSHA-type laws. Those states will have…
The Window Is Closing for Employers to Notify Individuals About the Expiring ARPA COBRA Subsidy
By Dan Stern & Amy Christen
The American Rescue Plan Act of 2021 (“ARPA”) provides a premium subsidy for continuing coverage under the Consolidated Omnibus Budget Reconciliation Act (“COBRA”) for employees who lost their health insurance coverage as a result of an involuntary termination (other than…
Reminder to Texas Employers: Update Your Harassment Policies and Training
As we reported in June, the Texas Labor Code was amended effective September 1 to expand liability for employers as to employee claims of sexual harassment. Specifically, the amendments to the Labor Code:
- Impose liability for sexual harassment claims
…
DOL Rescinds Trump-Era Joint Employer Rule: Employers Beware!
On July 29, the Department of Labor (DOL) announced a final rule rescinding the Trump Administration’s Joint Employer rule. This move clearly reestablishes the DOL’s quest to broaden the scope of potential liability for businesses under the Fair Labor Standards…
Lessening Liability for Unpaid Overtime Pay Claims: The Best Defense is a Good Offense
The Problem
The Biden DOL is primed to aggressively pursue errors made with respect to the payment of overtime compensation as required by the Fair Labor Standards Act (FLSA). While doing so, it’s also primed to assert claims for liquidated…
Insights & Updates — Minimum Wage and Overtime
In today’s Insights & Updates chat, Robert Boonin, from Dykema’s Labor & Employment Group, and James Brandell, a Government Policy Advisor from Dykema’s Washington, D.C., office, discuss what is on the Biden Administration’s agenda in terms of redirecting wage and…
Insights & Updates – Independent Contractor Changes
In this episode of Insights & Updates, Robert Boonin, from Dykema’s Labor & Employment Group, and James Brandell, a Government Policy Advisor in Dykema’s Washington, D.C., office, discuss the evolving legal standards for determining who are “independent contractors” versus “employees”…