tag:blogger.com,1999:blog-41457053010473127842024-03-13T00:23:39.874-07:00Employment BlawgUnknownnoreply@blogger.comBlogger38125tag:blogger.com,1999:blog-4145705301047312784.post-27880607595102718322020-06-10T10:28:00.000-07:002020-06-17T10:31:21.939-07:00Space Force - Boots on the Moon ™How for some lighter news. The recent Netflix comedy series, "Space Force" Will likely face off against the Trump administration over trademark issues. Masterfully released around the same time as Donald Trump's hilarious space force announcement, there are questions around trademark use of the series vs. the military department.
https://lawandcrime.com/opinion/if-trump-administration-sues-netflix-over-trademark-for-space-force-itll-probably-lose/
The question will likely surround a debate on what everyone is worried about--money. Who gets naming rights for merchandise to be specific.
Trademarks are filed under NICE classifications and usually there's little overlap between a TV show and a branch of government. If Netflix overstepped their bounds and tried to do a grab-all across all NICE classes, then this will very likely be defeated.
In US trademark law it's first to use, not first to file, so as long as the US government can demonstrate that they were using this term before the series, there should be no problem in having it invalidated. Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-4145705301047312784.post-72851888583984147172020-06-05T10:31:00.000-07:002020-06-17T10:32:33.767-07:00USSC Can Update ™ Law for WWW<blockquote>The U.S. Supreme Court is set to decide whether marks that combine an arguably generic term with .com are protectable under U.S. trademark law. Ropes & Gray attorneys suggest that such marks should be protectable upon a showing of acquired distinctiveness, and that such a result would harmonize trademark law with a modern understanding of domain names and the internet.</blockquote>
More her: <a href="https://news.bloomberglaw.com/ip-law/insight-the-supreme-court-can-bring-trademark-law-into-the-com-age">https://news.bloomberglaw.com/ip-law/insight-the-supreme-court-can-bring-trademark-law-into-the-com-age</a>Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-4145705301047312784.post-91154294261893099952019-04-16T16:30:00.003-07:002019-04-16T16:30:37.490-07:0011 Keys to Follow Employment Law Standards in Hong KongA quick primer for businesses seeking or operating in Hong Kong.<br />
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1. Key Minimum Employment Rights</div>
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The principal statute regulating the work relationship is the Employment Ordinance. Many benefits and protections under the ordinance are available only to "continuous employees"—workers who are employed under a continuous contract. A continuous employee must have worked for the same employer for at least four consecutive weeks and at least 18 hours each week.</div>
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2. The Employment Contract</div>
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In Hong Kong, employment contracts can be for an open term—that is, permanent—or a fixed term. If the period is not specified in the contract, it will be deemed to be a contract for one month, renewable from month to month once the employee has worked for at least 18 hours per week for a continuous period of four weeks.</div>
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The use of agency workers is not as common in Hong Kong as in certain other jurisdictions in Asia, partly due to the relative ease with which employers can terminate employment in Hong Kong./.....</div>
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Full list here: <a href="https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/global-Hong-Kong-employment-law-overview.aspx">https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/global-Hong-Kong-employment-law-overview.aspx</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-37543261056704007692019-02-04T16:21:00.000-08:002019-04-16T16:21:48.124-07:002019 Virginia Employment Law Pocket Guide download<a href="https://www.jdsupra.com/legalnews/2019-virginia-employment-law-pocket-95867/">https://www.jdsupra.com/legalnews/2019-virginia-employment-law-pocket-95867/</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-66720817974707895212019-01-17T16:23:00.000-08:002019-04-16T16:24:57.574-07:002019 US employment book checklistRunning a business, and part of good governance, is ensuring your employment standards or HR handbooks are up-to-date with the latest changes and upcoming issues for your business. Here is a checklist from <a href="https://www.workforce.com/2019/01/07/2019-employment-law-compliance-checklist/">https://www.workforce.com/2019/01/07/2019-employment-law-compliance-checklist/</a> to consider.<br />
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<blockquote class="tr_bq">
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> How many employees do you have (15 / 20 / 50)?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
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<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> When is the last time your handbook has been reviewed and updated?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> When was your last harassment / respectful workplace training?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Do you require restrictive covenants for key employees?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Do you have employees that work in states in which marijuana is legal?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Do you have federal contracts?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Are your employment law posters up to date?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Has your state or local minimum wage increased?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> How are you calculating and paying overtime to non-exempt employees?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> When did you last analyze your exempt employees?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Do you have independent contractors?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Is all of your workplace OSHA compliant?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Are your OSHA 300 logs up to date and your 300A form posted?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Are your FMLA forms up to date?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Are you managers trained on the ADA interactive process?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Are you job applications and workplace accessible for the disabled?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Do you know what devices are accessing your network?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Have you tested your network for security?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Are employees trained on cybersecurity compliance?</div>
<div style="background-color: white; color: #444444; font-family: Georgia, Times, serif; font-size: 16px; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: 1.5; margin-bottom: 15px; margin-top: 15px;">
<img alt="☑️" class="emoji" draggable="false" src="https://s.w.org/images/core/emoji/11/svg/2611.svg" style="background: none !important; border: none !important; box-shadow: none !important; box-sizing: border-box; display: inline !important; height: 1em !important; margin: 0px 0.07em !important; max-width: 100%; padding: 0px !important; vertical-align: -0.1em !important; width: 1em !important;" /> Do you have necessary and appropriate insurance (EPLI / Cyber / D&O)?</div>
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Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-43043083095777048992019-01-08T16:25:00.000-08:002019-04-16T16:26:19.338-07:00A look back at key employment law cases from 2018 in Canada<a href="https://business.financialpost.com/executive/a-grab-bag-of-major-2018-employment-law-cases">https://business.financialpost.com/executive/a-grab-bag-of-major-2018-employment-law-cases</a><br />
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In particular, the cases and rulings matching shifting cultural sentiment around movements such as #metoo. How will this play out in the workplace. Read on to discover more on some major employment cases of 2018.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-43967093198637335592018-08-15T13:04:00.000-07:002018-08-22T13:07:05.747-07:00Five employment case law trends in the US and what they mean Some federal case law to keep tabs which will have impact on employment law. Here are the key areas pulled from this article: <a href="https://www.hrdive.com/news/5-case-law-trends-and-what-they-mean-for-your-workplace/529146/">https://www.hrdive.com/news/5-case-law-trends-and-what-they-mean-for-your-workplace/529146/</a>
Adverse employment actions; Pretext; Race and national origin discrimination; Religious discrimination; Gender discriminationUnknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-79631786276799548102018-08-01T13:10:00.000-07:002018-08-22T13:11:13.927-07:00Employment law in the age of the #metoo MovementThis is a podcast that is worth checking out on the recent #metoo movement and the implications of sexual abuse in the workplace.
<a href="http://www.wxxinews.org/post/connections-discussing-employment-law-age-metoo" target="_blank" rel="nofollow">http://www.wxxinews.org/post/connections-discussing-employment-law-age-metoo</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-87419398426346515462018-07-23T16:20:00.000-07:002019-04-16T16:21:08.886-07:00Five Key Employment Law Issues Facing the Health Care Industry in the USA comprehensive article looking at upcoming issues in US employment law pertaining to the healthcare industry.<br />
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Employers in the health care industry are dealing with a growing number of employment law challenges. In this edition of <em>Take 5,</em> we identify the key issues confronting health care employers and discuss how to manage these challenges.</div>
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First, as health care employers continue to face a rise in the number of workplace violence incidents, we examine measures to address and curb these incidents. In addition, in light of the fact that health care employers are increasingly vulnerable to allegations of False Claims Act violations, we identify the steps that employers should consider when responding to resignation letters alleging health care fraud. We pinpoint the employment law risks that buyers should recognize and assess during the due diligence process as well as the restrictive covenant issues to consider in health care transactions. Finally, we focus on the data privacy and security requirements under Europe’s new privacy law and the steps for complying with these requirements.</div>
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More here: <a href="https://www.jdsupra.com/legalnews/five-key-employment-law-issues-facing-80755/">https://www.jdsupra.com/legalnews/five-key-employment-law-issues-facing-80755/</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-29863139173500647552018-06-22T13:07:00.000-07:002018-08-22T13:10:03.685-07:00Canada legalizes marijuana - US nextCanada has legalized marijuana, becoming the 2nd country to do so.
With the realization about the war on drugs as a farce,Figure out ways to not only squash the illicit sale of drugs, but also increase the tax base. America's not far behind although the road to legalization is complex with the relationship between the state and federal governments.
What we do know, however, is that employers will know need to think about ways to address the use of marijuana in the workplace. Policies need to be in place in order to address this impending shift in culture.
For one, employers should approach the issue as they would abuse of opioids, prescription medication, or alcohol. Also, employers will have to create policy based on their particular region.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-56787613183607408212018-05-16T14:31:00.002-07:002018-05-16T14:31:27.652-07:00Car Dealership Service Advisors Exempt From Federal Overtime RequirementsThe United States Supreme Court ruled for the second time in as many years that service advisors are exempt from the FLSA’s overtime-compensation requirements.
<blockquote>The Fair Labor Standards Act (FLSA), 52Stat. 1060, as amended, 29 U. S. C. §201 et seq., requires employers to pay overtime compensation to covered employees. The FLSA exempts from the overtime-pay requirement “any salesman, partsman, or mechanic primarily engaged in selling or servicing automobiles” at a covered dealership. §213(b)(10)(A). We granted certiorari to decide whether this exemption applies to service advisors—employees at car dealerships who consult with customers about their servicing needs and sell them servicing solutions. We conclude that service advisors are exempt.</blockquote>
<a href="https://supreme.justia.com/cases/federal/us/584/16-1362/opinion3.html">More here. </a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-48714707121637845592018-01-04T14:23:00.000-08:002018-01-04T14:23:04.752-08:00New Employment Related Laws Updating in 2018 for CaliforniaSome new changes to employment laws will force business to make changes in California in 2018. The changes include shifts to criminal history, salary history, parental leave, and immigration. More here: http://www.santacruzsentinel.com/government-and-politics/20180101/new-laws-affect-california-businesses-in-2018Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-1986398169018688252017-10-06T10:34:00.000-07:002017-10-16T10:35:28.089-07:00Top Labor Law Stories from US in September <ol style="-webkit-text-stroke: 1px rgba(0, 0, 0, 0); background-color: white; box-sizing: border-box; color: #333333; font-family: "Roboto Slab"; font-size: 15px; margin-bottom: 10px; margin-top: 0px;">
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">SCOTUS Appears Ready To Deal Devastating Blow To Public Unions</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">What Does DACA Rescission Mean For Employers?</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">President Trump Revises Travel Ban A Third Time</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">Hurricane Irma Slams Florida, Leaving Employers With Many Questions In Its Wake</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">Workers File Equal Pay Class Action Lawsuit Against Google</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">Trial Against Gig Economy Classification System Wraps Up</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">Fisher Phillips Offers Comments To Labor Department On Exemption Rules</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">Judge OK’s $8.75 Million Postmates Misclassification Settlement</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">Education Secretary Rescinds Obama-Era Campus Sexual Assault Guidance</strong></li>
<li style="box-sizing: border-box; margin-bottom: 0.7em;"><strong style="box-sizing: border-box;">USDOL Drops Appeal In Overtime Rule Case</strong></li>
</ol>
From <a href="https://www.lexology.com/library/detail.aspx?g=9797e4b1-487c-43bb-8a05-c58c44211e67" rel="nofollow">https://www.lexology.com/library/detail.aspx?g=9797e4b1-487c-43bb-8a05-c58c44211e67</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-33519326675117578252017-10-02T10:32:00.000-07:002017-10-16T10:33:48.183-07:00SCOTUS Revisiting Public UnionsSCOTUS is set to take on the the labor unions,
<blockquote>In a move that must have labor unions across the country trembling with fear, the Supreme Court announced that it will once again take up the issue of whether public sector agency shop fee arrangements are prohibited by the First Amendment. If the Court rules as expected and strikes down these common arrangements, it would be a big blow to the influence that labor has across the country (Janus v. American Federation of State, County, and Municipal Employees, Council 31).</blockquote>
More here/: <a rel="nofollow href="https://www.fisherphillips.com/resources-alerts-scotus-deal-devastating-blow-to-public-unions">https://www.fisherphillips.com/resources-alerts-scotus-deal-devastating-blow-to-public-unions</a>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-86871971772811821222016-09-19T10:59:00.000-07:002016-09-26T11:00:49.554-07:00Brexit, the EU, and employment lawsHow will Brexit impact employment law in the UK? There are far more unanswered questions than answers, and the tangled mess doesn't appear to have either easy or quick solutions. In the UK Brexit isn't the only issue, right now employers are navigating other legislation changes including: living wage, apprenticeship levy, and holiday pay.<br />
<br />
<br />
<br />
<a href="http://www.dailyrecord.co.uk/business/business-opinion/comment-untangling-uk-employment-law-8848158">Will Brexit untangle UK employment law from Europe?</a><br />
<br />
<a href="https://www.theguardian.com/careers/2016/may/24/what-would-leaving-eu-mean--employment-rights">What does leaving Europe mean for employment laws?</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-58252321323930239542016-05-03T16:56:00.000-07:002016-05-10T16:56:19.532-07:00San Francisco Becomes First City to Require Paid Parental LeaveAmerica is not known for being a leader in employment rights. At the risk of sounding socialist, some of the rights afforded to employees in other countries are virtually nonexistent in the US. For example parental leave is something virtually unheard of in United States. If you want to have a kid you better plan to set money aside or have a very generous employer.<br />
<br />
On April 5th, this City of San Francisco passed legislation requiring certain employers to provide their employees with paid parental leave. The rules come into effect next year and require up to six weeks fully paid parental leave.<br />
<br />
New York City is approving similar measures as well.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-10849307829806239272016-03-29T08:00:00.001-07:002016-03-29T08:00:09.611-07:008 Points for New UK Employment Law Shifts Beginning next month, there are a number of employment legislation changes coming into effect. For details read:<br />
<a href="http://www.personneltoday.com/hr/employment-law-changes-april-2016/">http://www.personneltoday.com/hr/employment-law-changes-april-2016/</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-74406095427774846912016-02-02T20:12:00.000-08:002016-02-17T20:15:27.299-08:00USDOL 2016 Updates/ChangesUSDOL prepped for 2016 and will be rolling out some changes including:<br />
<br />
Changes to Federal Overtime Exemptions<br />
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The USDOL intends to modify wage and hour regulations under the federal Fair Labor Standards Act (FLSA). The amendments will double the salary ($23,660 to $50,000 per year) for certain “exemptions” from federal overtime requirements.<br />
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Secondly, USDOL intends to clamp down on misclassification of employees as independent contractors.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-47147440744276098902016-01-25T20:17:00.000-08:002016-02-17T20:17:28.072-08:00TOp 5 2016 January Employment Law topics USACheck it out here:<br />
<br />
http://www.lexology.com/library/detail.aspx?g=d023c629-b281-422d-bcf8-ca91470214a7Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-35379063833860431262015-01-07T12:12:00.003-08:002015-01-07T12:12:43.286-08:00New Employment Laws in 2015 <span style="color: #283d4e; font-family: futura-pt; font-size: 15px;">Familiarize yourself with new employment laws taking effect in 2015 across the United States. For a listing of recent updates in state employment laws, visit </span><a href="http://www.esrcheck.com/wordpress/tag/state-laws/" style="color: #3d6196; font-family: futura-pt; font-size: 15px; margin: 0px; padding: 0px; text-decoration: none;" target="_blank">http://www.esrcheck.com/wordpress/tag/state-laws/</a><span style="color: #283d4e; font-family: futura-pt; font-size: 15px;">.</span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-7454679953293755112015-01-02T12:13:00.000-08:002015-01-07T12:16:27.767-08:00New Employment Laws in California 2015<div style="border: 0px; color: #3e3d40; font-family: Arial, Helvetica, clean, sans-serif; font-size: 12px; line-height: 15.6000003814697px; margin-bottom: 1em; padding: 0px; vertical-align: baseline;">
Here are some key changes that went into effect in 2014 and are slated for 2015. This is not a comprehensive list but some highlights.</div>
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<strong>Changes To California Wage and Hour Law</strong></div>
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<strong>Minimum Wage Increase to $9.00/Hour (AB 10)</strong></div>
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Effective July 1, 2014, the California minimum wage is $9.00 per hour. It will increase to $10.00 per hour on January 1, 2016. </div>
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<strong>Liquidated Damages for Minimum Wage Violations (AB 442)</strong></div>
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<strong>Employer Liability for Labor Contractors’ Wage and Hour Violations (AB 1897)</strong></div>
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<strong>Protections for Domestic Workers (AB 241)</strong></div>
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<strong>Penalties for Failure to Provide “Recovery Periods” (SB 435)</strong></div>
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<strong>Mandatory Paid Sick Leave – Healthy Workplaces, Healthy Families Act of 2014 (AB 1522)</strong></div>
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Effective July 1, 2015, millions of California employees will be entitled to paid sick leave. The law applies to employers of all size, and to employees who work 30 or more days in California within a year of the commencement of employment. </div>
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<strong>Limitation On Criminal History Inquiries (SB 530)</strong></div>
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SB 530 prohibits employer inquiries and reliance on criminal convictions that have been judicially dismissed or ordered sealed. </div>
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<strong>Additional Leaves of Absence Requirements (SB 288, SB 400, and AB 11)</strong></div>
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<strong>New Protected Categories Under the Fair Employment and Housing Act; Expanded Definition of Harassment (AB 556, AB 1443 and SB 292)</strong></div>
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<strong>Expanded Definition of National Origin (AB 1660)</strong></div>
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<strong>Additional Immigration-Related Protections (AB 262, AB 524, and SB 666).</strong></div>
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AB 263 prohibits certain “unfair immigration-related practices” based on an employee’s assertion of rights under the Labor Code or applicable local ordinance. </div>
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<strong>Whistleblower Protection for Employees Who Report Violations of Local Rules or Regulations (AB 496)</strong></div>
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California common law protect employees who report alleged violations of federal or state law or regulations. SB 496 expands protections in <span style="font-size: 11.6666660308838px; line-height: 15.6000003814697px;">Labor Code section 1102.5.</span></div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-39470016881459658452014-01-13T12:34:00.000-08:002014-02-19T12:35:04.412-08:00Top Employment Law Cases to Watch in 2014A list comprised on curious cases to pay attention to in 2014 pertaining to employment law.
<a href="http://www.personneltoday.com/hr/employment-law-10-cases-look-2014/" rel="nofollow">http://www.personneltoday.com/hr/employment-law-10-cases-look-2014/</a>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-91014521955095744712013-02-25T10:44:00.000-08:002013-06-20T15:02:49.969-07:00Litigating Wrongful Dismissals Employers generally can dismiss employees with or without cause.<br />
<br />
If you are dismissed without cause then in many jurisdictions the employer must provide 'reasonable notice' prior to your departure. It is this grey area that drives many cases of employment litigation.<br />
<br />
It is previous case-law that determines what is the ‘reasonable notice’ period that employers need to provide in any given situation. There are Statutory requirements in terms of what a ‘reasonable notice’ period has to be at a minimum but often the common law notice periods are substantially longer.<br />
<br />
Often the biggest issue is the cost of litigating a ‘wrongful dismissal’. The wrongfully dismissed employee (which includes the employee who did not receive a sufficient ‘notice’ period (or pay instead of the ‘notice’) has a duty to try to find alternate employment. If alternate employment is available, this can significantly reduce (if not eliminate) whatever ‘damages’ the employee would have suffered.<br />
<br />
Provided by the law firm of Taylor Conway specializing in real estate and <a href="http://www.taylorconway.ca/practice-areas/personal-injury/">injury law</a>.Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-73820419750861294932013-02-06T10:42:00.000-08:002013-02-13T10:44:31.659-08:00Does my employer need a reason to fire me?The power of the employer to dismiss employee rests with your jurisdiction (province or State).
For example, your employer does not need a reason to fire you in most Canadian provinces. The law requires that the employer either have ‘cause’ for firing you or the employer must provide you with reasonable ‘notice’ of your dismissal.
First, if the employer has a reason to fire you, such as you have been taking money illegally from the business or you have been fighting with your co-workers, the employer has ‘cause’ and need not provide you with any ‘notice’ of your dismissal. The employer can have you leave employment immediately.
Second, if the employer does not have a reason to fire you, they can still dismiss you but only if they give you proper ‘notice’. What this means is that they have to let you know that after a reasonable period of time (based upon your seniority, experience, income, responsibility etc.) you will be dismissed. Alternatively they can dismiss you immediately if they pay you what you would have been paid had they dismissed you after the notice period.
For example, your employer can decide that they just don’t like you and tell you that your job will end in three months. Instead of keeping you for the three months (as a disgruntled employee), they can simply pay you the three months’ salary and send you on your way.
Provided by the law firm of Taylor Conway whom specialize in litigation and <a href="http://www.taylorconway.ca/practice-areas/personal-injury/">injury law</a>. Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-4145705301047312784.post-18750892042485988812012-11-22T16:26:00.000-08:002012-12-03T16:30:10.739-08:00Walmart Employees Plan ProtestA limited 'strike' by some Walmart employees is planned for Black Friday in an attempt to raise awareness against the nation's largest private employer. Of course, the impact, be it minimal, will have zero impact on sales as Walmart shoppers are such because of one reason--price. Lower prices means lower inputs and the largest input is salary.<br />
<br />
Of course, this is not about Walmart, the employees will use them as an example, but low age employees clear across the board in the US are suffering. Result?<br />
<br />
Perhaps the union can once again rise up and look after the minimum wage worker (Rather than the historical trades). But again, unlikely to happen, as the very same people who work for minimum wage shop in the stores that employ them. Vicious cycle.Unknownnoreply@blogger.com0