French Parliament advances draft law that would introduce legal professional privilege for in-house counsel.
What does the US Supreme Court's decision regarding the admission processes of Harvard University and the University of North Carolina mean for colleges and for employers?
This article discusses the National Labor Relations Board (NLRB) General Counsel's memorandum explaining that noncompete agreements in employment contracts and severance agreements violate the National Labor Relations Act (NLRA) except in limited circumstances.
Meta was fined €1.2 billion on May 22, 2023 by the Irish Data Protection Commission (DPC) for breaching the EU’s General Data Protection Regulation (GDPR). This article discusses some of the takeaways from the record-breaking fine.
IP practitioners do not view themselves as typically in the crosshairs of political and national security issues. But the Russian invasion of Ukraine offers many lessons learned from the perspective of how to prepare for any future sanctions or political pressure, and what to do if such actions are taken.
This Quick Overview highlights key practical implications for affected dispositions of land (including holdings of such land) in the UK.
Effective January 1, 2023, employers who are hiring in the state of Washington will need to comply with the strictest job posting requirements in the United States. Washington’s newly revised Equal Pay And Opportunity Act now requires employers with 15 or more employees to disclose a pay scale and general description of benefits in each job posting or face claims of at least $5000 per violation. Washington’s agency overseeing the Act recently finalized its Policy to answer many outstanding questions regarding compliance with the new law.
Summary Plan Descriptions (SPDs) are an essential mechanism for employers to use when informing employees and participants of benefits offered under their plans. SPDs tell employees and plan participants what the plan documents say, including what their benefits are, what they need to do in order to get a benefit, and how those benefits are going to be paid to them. Therefore, it is important that SPDs are correct and accurate and sent to everybody who needs to get them.
This article discusses some of the key do’s and don’ts with respect to SPDs.
On June 23, 2022, the Supreme Court of the United States issued its decision in New York State Rifle & Pistol Association v. Bruen, which significantly expanded Americans’ right to bear arms as guaranteed by the Second Amendment. More accurately, the Court significantly curtailed a state’s ability to restrict Americans’ right to publicly carry arms for self-defense. The Bruen decision does not mention the workplace. Nor does the ruling apply directly to the rights of private employers or prevent businesses from enforcing their own restrictions on possession and carry of firearms at their facilities (which the Court indirectly endorsed). The opinion will, however, undoubtedly impact businesses and employers now and in the future. Indeed, in addition to serving as the impetus for a likely increase in guns carried in public generally, the decision will also provide the foundation for subsequent challenges of private restrictions, including workplace bans on guns. Whether those challenges will bear any fruit remains to be seen. What is clear is that Bruen brought gun laws back to the forefront of the national consciousness, and with it a reminder for employers to revisit their workplace restrictions, as well as the law of the state(s) in which they operate.
On March 3, 2022, US President Joe Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act into law. The Act prohibits enforcement of a mandatory arbitration agreement with respect to sexual assault and sexual harassment claims.
The full impact of the Act remains to be seen (and likely will lead to significant litigation in the coming years), but in-house counsel can prepare for some of the potential implications.