On or before July 1, 2024, most California employers must establish a Workplace Violence Prevention Plan (WVPP) in addition to their Injury, Illness & Prevention Programs. Employers also need to provide training on their WVPP and keep prescribed records.
GT L&E Blog
Global Developments In Labor & Employment Law
Effective April 1, California’s ‘Fast Act’ Covers More Than ‘Fast Food,’ Comes with Significant Implications
AB 1228, commonly referred to as the “Fast Act,” takes effect in California on April 1, 2024, and the consequences for non-compliance are serious.
Many affected companies have closely followed this legislation and planned for its impact. However, many are…
Whose Case Is It Anyway? Trial Court Orders State of California to Pay Court Costs in PAGA Action
By now, it’s a familiar maxim: when an employee brings an action under the Private Attorneys General Act (PAGA), “the state is the real party in interest.” Iskanian v. CLS Transp. L.A., LLC. That concept is the jumping-off point…
Implications of California Senate Bill 365 for Employers in Light of Estrada
The California Supreme Court and the Legislature ushered in 2024 with two significant changes that may appear unrelated but that may impact California employers. We consider each in turn.
1. SB 365 Precludes Automatic Stays of Litigation Pending an Appeal…
Trade Secrets Year in Review: 2023
We are proud to present Greenberg Traurig’s Trade Secrets 2023 Year in Review, a high-level overview of some of 2023’s most significant trade secret decisions in the United States.
2023 started with a bang, when the Federal Trade Commission proposed…
Feb. 15 EVENT | The Intersection of Employment and Immigration Law in the Employee Hiring and Termination Process
Please join Greenberg Traurig Shareholders Kate Kalmykov and Galit Kierkut for the next lunch-and-learn. The program will discuss:
- Interviewing for the role – How to approach questions.
- Asking about immigration status.
- Legal issues to consider when making an offer.
- Materials
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In New York Employer ‘Win,’ Appeals Court Holds No Private Right of Action for Pay Frequency Claims
The tide may be turning in employers’ favor in New York with respect to frequency of pay claims. Such claims have been the bane of many employers’ presence in the state since the Appellate Division, First Department’s 2019 ruling in …
2024 OSHA Developments: Non-Compliance Gets Costlier; Employers Must Submit Detailed Injury, Illness Reporting Information
Effective Jan. 16, 2024, the Occupational Safety and Health Act (OSHA)’s maximum penalty for Serious, Other-Than-Serious, and posting violations increased from $15,625 per violation to $16,131 per violation; the maximum penalty for Failure to Abate violations increased from $15,625 per…
DOL Unveils Final Independent Contractor Rule
On Jan. 9, 2024, the U.S. Department of Labor (DOL) released a long-awaited final rule concerning when employers can classify workers as independent contractors under federal law. This is the final version of the Employee or Independent Contractor Classification Under…
5 Trends to Watch: 2024 Labor & Employment
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