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On July 18, 2018, New York City’s temporary scheduling provisions of the New York City Fair Workweek Law went into effect. As a reminder, this law requires covered employers to grant employees a maximum of two temporary work schedule changes per calendar year for qualifying personal events. Also, the law prohibits employers from retaliating against …

On September 30, 2016, the U.S. Department of Labor issued the long-awaited Final Rule implementing President Obama’s Executive Order 13706, which requires federal contractors (and their subcontractors) to provide workers with a minimum of seven days of paid sick leave. The Rule will impose substantial new obligations on many employers beginning January 1, 2017, and comes as state and local governments increasingly enact mandatory paid leave laws across the country.
Continue Reading DOL Issues Final Rules for Sick Leave for Federal Contractors

Los Angeles’ Minimum Wage Ordinance, passed last summer, begins its steady increase to the city’s minimum wage on July 1.  The minimum wage will eventually increase to $15.00 by the year 2020 for large employers.  Smaller employers will enjoy a one-year reprieve.  With an estimated 800,000 people currently earning the minimum wage in Los Angeles, this legislation will have very real and practical ramifications on employers throughout the city.
Continue Reading Los Angeles City Minimum Wage Increase Set to Take Effect July 1, 2016

This post was also written by Claudia Röthlingshöfer.

Welcome to Reed Smith’s monthly global employment law blog post. This month’s post covers the protection afforded to whistleblowers around the world.

France

Under French law, employees cannot be sanctioned, dismissed or be subject to direct or indirect discriminatory measures (especially concerning salary, training, reclassification or appointment)…

In the recent case of Lorne Stewart plc v Hyde and others, the EAT made clear that it is important not to get side-tracked by the details of formal written contracts which are in place between the parties before and after a potential TUPE transfer, if such details do not reflect reality. Rather, it is essential to consider whether, in practice and on the facts, there is a service provision change and, if so, whether the employees in question are assigned to an organised grouping of employees which has as its principal purpose the carrying out of the activities concerned. Continue Reading TUPE service provision change – look at what is going on ‘on the ground’, as well as the contract

The Chancellor of the Exchequer, George Osborne, has announced plans to introduce a new type of employment contract – an ‘owner-employee’ employment contract. ‘Owner-employees’ will receive between £2,000 and £50,000 worth of shares (which will be exempt from capital gains tax) in exchange for giving up certain rights, including redundancy rights, the right to claim unfair dismissal and the right to request flexible working or time off for training.  Owner-employees will also be required to give 16 weeks’ notice of their return from maternity leave, rather than the current 8 weeks.Continue Reading Plans for new ‘owner-employee’ employment contracts announced

Earlier this year, as part of its Employment Law Review, the Government conducted a public consultation on its proposal to introduce fees in the Employment Tribunals. The Ministry of Justice has now published the results of that consultation, and has indicated an intention to introduce fees in the summer of 2013.

This is a significant development in the life of Employment Tribunals, further watering down the original principle that the Tribunals would be an informal and accessible forum for resolving industrial disputes.Continue Reading Introduction of Fees in Employment Tribunals – results of consultation published

This post was also written by Samantha M. Clancy.

The National Labor Relations Board’s (NLRB’s) Acting General Counsel Lafe Solomon recently issued a report on social media cases handled by the NLRB. This second report—he issued his first in August 2011— provides guidance to employers in developing and enforcing social media policies to comply with the National Labor Relations Act (NLRA). Copies of his two memos are available here and here.Continue Reading NLRB General Counsel Issues Second Report on Social Media Cases

This post was written by John D. Martini, Dodi Walker Gross, Dennis R. Bonessa and Lori M. Atkin.

Increasing scrutiny by the federal government could leave employers at risk for adverse consequences if they fail to make timely deposits of employee deferrals/contributions and loan repayments to retirement plans. The following brief alert outlines some frequently…