New York City Employers Must Display Workers’ Bill of Rights Poster Beginning July 1, 2024
Sheppard Mullin Labor And Employment Law Blog
by Wolfram Ott
2w ago
On November 2, 2023, the New York City Council passed a bill[1] requiring the New York City Department of Consumer and Worker Protection (“DCWP”), in coordination with the Mayor’s Office of Immigrant Affairs (“MOIA”), the New York City Commission on Human Rights (“NYCCHR”), and community and labor organizations, to create and publish a workers’ bill of rights. After months of anticipation, the Workers’ Bill of Rights went live on the DCWP website in March 2024, and provides a comprehensive summary of the rights of employees, applicants, and independent contractors in New York City. It also off ..read more
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Federal Judge’s Decision Deals Serious Blow to NLRB’s Joint Employer Rule and Continued Efforts to Expand Who Constitutes an Employer Under the NLRA
Sheppard Mullin Labor And Employment Law Blog
by Kayla Malone, Bianca Rodriguez and Wolfram Ott
3w ago
On March 8, 2024, a federal judge in the United States District Court for the Eastern District of Texas dealt a serious blow to the National Labor Relations Board’s (the “Board”) efforts to further increase the reach of the National Labor Relations Act (“the NLRA”). Judge J. Campbell Barker struck down a final rule issued by the Board that would have drastically broadened the standard the Board applies to determine when employers are joint-employers for the purposes of federal labor law. The blow was delivered three days before the rule was set to take effect on March 11, 2024 follow ..read more
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California Supreme Court Confirms the “Knowing and Intentional” Standard of California’s Wage Statement Law Requires a “Knowing and Intentional” Violation
Sheppard Mullin Labor And Employment Law Blog
by Raymond Nhan
3w ago
In Naranjo v. Spectrum Security Services, the case’s second appearance before the California Supreme Court in two years, the Supreme Court confirmed that an employer does not incur civil penalties for failing to report unpaid wages, or any other required information on a wage statement, if the employer reasonably believed that it was providing a complete accurate wage statement. Naranjo’s Odyssey Naranjo was filed as a class action approximately fifteen years ago, and has navigated through the California court system since. As relevant here, a jury found Spectrum liable on a meal break claim f ..read more
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OSHA Issues Final Rule Clarifying an Employee’s Ability to Have a Non-Employee Representative Present During Inspection
Sheppard Mullin Labor And Employment Law Blog
by Emma Husseman and Robert Foster
3w ago
On April 1, 2024, the U.S. Department of Labor’s Occupational Safety and Health Administration (“OSHA”) published its Final Rule clarifying the rights of employees to designate a non-employee representative to be present during workplace inspections. Notably, the designated non-employee representative may “accompany” the OSHA investigator during the physical walkaround portion of the inspection but may not “participate” in the inspection. The Final Rule will become effective May 31, 2024. Background The Final Rule amends OSHA’s regulation on employer and employee representatives, 29 C.F.R. § 1 ..read more
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Washington’s Amended Non-Compete Law Creates New Considerations for Employers
Sheppard Mullin Labor And Employment Law Blog
by Shawn D. Fabian, Katherine Oblak and Margaret Yanulis
3w ago
Washington Governor Jay Inslee recently signed Senate Bill 5935 into law, amending and expanding Washington’s statute restricting the enforceability of noncompetition covenants (Revised Code of Washington 49.2). The amended statute, effective June 6, 2024 and enacted to “facilitat[e] workforce mobility and protect[] employees and independent contractors,” follows a growing trend among states restricting the enforceability of noncompetition covenants and creates additional considerations for employers entering into non-compete agreements with Washington-based employees. The original statut ..read more
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2024-05-15 U.S. District Court Grants 10(j) Injunctive Relief and Requires Employer to Bargain With Union That Lost Secret Ballot Election
Sheppard Mullin Labor And Employment Law Blog
by Bianca Rodriguez, Keahn Morris, John Bolesta and James Hays
3w ago
On May 14, 2024, the United States District Court for the District of Massachusetts granted a petition for interim injunctive relief under Section 10(j) of the National Labor Relations Act (“NLRA”) that was filed by the Regional Director for Region One. Among other things, the court’s order required I.N.S.A, a cannabis company (the “Employer”) to: 1) immediately recognize and bargain collectively with United Food and Commercial Workers International Union, Local 1445 (the “Union”) as the collective bargaining representative of its employees even though a majority of workers voted against ..read more
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Supreme Court Rules Trial Courts Must Stay, Not Dismiss, Lawsuits During Arbitration
Sheppard Mullin Labor And Employment Law Blog
by Emily Papania
3w ago
On May 16, 2024, the United States Supreme Court resolved a circuit split regarding whether Section 3 of the Federal Arbitration Act (“FAA”) provides trial courts the discretion to dismiss a lawsuit when all claims are subject to arbitration. In Smith v. Spizzirri, a unanimous Court ruled trial courts do not have discretion to dismiss a lawsuit that involves an arbitrable dispute, and must instead stay the proceedings. In Smith, the petitioners were current and former delivery drivers for an on-demand delivery service. The drivers sued respondents, the delivery service, in Arizona st ..read more
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Ninth Circuit Rules That Only Individual PAGA Claims Can Be Compelled to Arbitration
Sheppard Mullin Labor And Employment Law Blog
by Gal Gressel
3w ago
On May 10, 2024, the Ninth Circuit decided Yuriria Diaz v. Macy’s West Stores, after the employer appealed the district court’s decision ordering arbitration of both an employee’s individual and non-individual claims under the California Private Attorney Generals Act (PAGA). The Ninth Circuit held that even though the arbitration agreement made no mention of PAGA, an employee’s individual PAGA claim was still subject to arbitration because the parties’ intended to arbitrate all employment disputes between them. However the non-individual PAGA claims were not arbitrable, because the partie ..read more
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Los Angeles Announces New Fair Chance Ordinance
Sheppard Mullin Labor And Employment Law Blog
by Devin Lindsay
1M ago
On February 27, 2024, Los Angeles County announced a new Fair Chance Ordinance. This ordinance is set to take effect on September 3, 2024, and expands upon California’s existing “Ban the Box” law by introducing additional requirements for employers. Scope The ordinance applies to employers with five or more employees within the unincorporated areas of Los Angeles County. This broader application, compared to state law which generally applies to employers with 15 or more employees, means that smaller businesses will also need to comply with these new requirements. Job Postings Under the Ordinan ..read more
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NLRB Finds GW Hospital Failed to Bargain in Good Faith in Reversal of Vacated Decision
Sheppard Mullin Labor And Employment Law Blog
by Christopher Williams, John Bolesta, Keahn Morris and James Hays
1M ago
On May 8, 2024, the National Labor Relations Board (“Board”) issued a decision reversing a 2021 decision the Board previously vacated after former Board Member William Emanuel, who participated in the ruling, was found to have broken ethics rules by failing to recuse himself from the case. In the decision, the Board held that George Washington University Hospital (“GW Hospital”) violated the National Labor Relations Act (the “Act”) by unilaterally withdrawing its recognition of a union and refusing to bargain in good faith. See The George Washington Univ. Hosp., L.P., 373 NLRB No. 55 (2024). I ..read more
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