The Employer Handbook
APRIL 27, 2020
Remember back in January, when I told you that restrictive covenants would be the most significant employment law issues for employers in 2020 ? However, in light of the coronavirus pandemic, the Federal Trade Commission is doubling down on its warning to prosecute companies that don’t compet e fairly.
The Employer Handbook
JANUARY 15, 2020
SimmeD [ CC BY-SA ] I’ve seen a lot of ink spilled by employment lawyers about how #MeToo, new overtime rules, medical marijuana, and salary history questions will be the significant issues with which employers would have to deal in 2020. Another issue was whether the FTC should utilize law enforcement.
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Crimcheck | Pre-Employment & Background Check Information
JANUARY 29, 2020
Poised on the threshold of a new decade, employers are wondering where they stand in terms of two legislative movements that are rapidly changing the employment laws and affecting the hiring practices they must follow. It will roll out to all private employers in the state between now and September 2021.
Extensis
MARCH 15, 2023
Thus, an end to the national public health emergency is on the horizon, leaving employers wondering: what’s next? There’s no denying things have changed since COVID-19 first arrived in March 2020. Even the smallest difference can have a significant impact.
HRExecutive
JULY 12, 2023
Get to the ‘why’ When looking to bring women back into the workforce, HR needs to determine—within the boundaries of employment law—why they might be seeing more women considering employment with the organization. She notes that in 2020 and 2021, for example, the No.
HRWatchdog
JUNE 30, 2022
In this episode of The Workplace podcast, CalChamber Labor and Employment Vice President Bianca Saad and CalChamber employment law expert Matthew Roberts discuss how the U.S. Moriana affects employers and arbitration agreements. Supreme Court decision in Viking River Cruises v. California Private Attorneys General Act.
HRWatchdog
OCTOBER 8, 2020
For example, a worker may have theoretical ability to negotiate prices or to work for a competing business; however, if in actual practice the worker is prevented from exercising such rights based on the circumstances of the relationship, then these theoretical rights will not be applied to the test. Not a member?
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