This article, developed by Latham & Watkins, covers the ruling in Crest v. Padilla I and II that found that the California Corporations Code Section 301.3 (SB 826) and Assembly Bill 979 (AB 979) were in violation of the Equal Protection Clause of the California Constitution. Read the article to learn more.
This article, developed by Womble Bond Dickinson, continues the 11- month countdown to develop business compliance strategies for three new omnibus privacy laws coming in 2023: January 1: the California Consumer Privacy Rights Act (which amends the existing CCPA) and the Virginia Consumer Data Protection Act; July1: the Colorado Privacy Act and few others. With 7 months to go, this alert focuses on how state privacy laws will be enforced.
Learn about issues that repeatedly come up in Occupational Health and Safety-related (OHS) criminal matters, and the importance of early engagement during the investigation.
Review key issues to consider when entering into a staffing agency contract (United States focus).
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.
No new laws or regulations have been adopted expanding legal liability to cover caregiver or victims of COVID-19. However, the EEOC’s guidance is a good reminder of what the law requires – and does not require – when addressing employees or applicants who may be caretakers.
Here are the top ten takeaways of what the guidance does and does not do.
While COVID-19 has affected virtually every single employee and employer, caregivers — women in particular — have been disproportionately affected by the pandemic as a result of the increased demands they face as caretakers at home.
Since the Spring of 2020, employers have faced enormous practical and legal challenges due to the COVID-19 pandemic. On top of navigating the practical realities of the evolving public health emergency and related regulatory guidance, employers have had to affirmatively respond to shifting legal obligations and balance human resources considerations. Employers must continue to monitor the public health and legal landscape, as well as related HR considerations.
The pandemic triggered an increase in the number and types of requests for reasonable accommodation, particularly in connection with returning to the workplace, vaccinations, face coverings and remote work. Employers should have a process for handling potential exemption requests for any mandatory vaccination requirements and reasonable accommodation requests for disability or sincerely held religious beliefs as well as a process that complies with a dizzying array of dynamic state requirements.
Class and collective action litigation continue to evolve. Recently, appellate courts have issued precedential decisions affecting class size, composition and standards for certification.