The state of New York has amended its whistleblower law to make it one of the most expansive in the country, providing remedies, including potentially punitive damages, to employees, former employees and independent contractors.
On November 4, 2021, the U.S. Department of Labor’s Occupational Safety and Health Administration OSHA released the long-awaited COVID-19 Emergency Temporary Standard ETS for employers with 100 or more employees.
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Mayor Bill de Blasio recently signed two bills, Int. No. 1415-A and Int. No. 1396-A, into law (collectively, the “Laws” or “Law”) that will have a dramatic impact on fast-food employment. Effective July 4, 2021, the Laws will subject covered
[1] New York City fast-food restaurant employers to sweeping new obligations that will grant their employees rights and protections typically possessed only by employees covered by a collective bargaining agreement with a union.
In effect, the Laws, which were championed by the Service Employees International Union, grant union-style protections to fast-food employees, prohibiting fast-food employers from terminating or cutting employees’ hours without just cause, and will require employers that lay off employees due to bona fide economic reasons to do so in order of seniority. Such seniority rights are a hallmark of collective bargaining agreements. The Laws will also requ
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Last summer, we reported on Virginia’s adoption of an “Emergency Temporary Standard for Infection Disease Prevention: SARS-CoV-2 Virus That Causes COVID-19” (the “Temporary Standard”), which made Virginia the first state to implement workplace safety and health standards for COVID-19. The Temporary Standard expired on January 26, 2021.
On January 27, 2021, Governor Ralph Northam approved the Final Permanent Standard (the “Permanent Standard”) previously adopted by the Virginia Safety and Health Codes Board (the “Board”), which provides continued protection for Virginia employees for the duration of the pandemic and supersedes the previous regulations. In addition to extending many of the employer obligations set forth in the Temporary Standard, the Permanent Standard creates new requirements and dispenses with some previous guidance.