The Department of Labor (DOL) has published a final rule that withdraws changes to the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The changes were scheduled to take effect May 7, 2021.
The U.S. Department of Labor (DOL) has updated its guidance on certain wage and hour issues related to the COVID-19 pandemic.
The U.S. Department of Labor (DOL) has published new forms and guidance to address the new COBRA subsidy provided under the American Rescue Plan Act (ARPA).
The U.S. Occupational Safety and Health Administration (OSHA) has issued new guidance to help employers and employees identify risks of being exposed to and/or contracting COVID-19 at work.
The Department of Labor (DOL) has published a final rule revising its tipped employee regulations. The final rule was scheduled to take effect March 1, 2021, but the DOL has since pushed back the effective date to April 30, 2021.
The Department of Labor (DOL) has published a final rule revising its tipped employee regulations. The final rule takes effect March 1, 2021.
The Department of Labor has published a final rule that will change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The final rule takes effect March 8, 2021.
The Department of Labor has published a proposed rule that would change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA).
The Department of Homeland Security (DHS) has adopted a temporary policy in response to delays in the government's production of certain Employment Authorization Documents (Form I-766, EAD) for the purposes of completing Form I-9.
North Carolina has enacted legislation (Senate Bill 208) that amends several wage notification requirements. The law is currently in effect as of July 8, 2021.
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New York City Mayor, Bill DeBlasio, has signed an Order (Emergency Executive Order 225) that requires businesses to ensure that individuals are vaccinated before allowing them to enter the premises. The Order is effective immediately.
Minnesota has enacted legislation (Senate Bill 9) that will expand a requirement to provide reasonable accommodations for pregnancy. Senate Bill 9 takes effect January 1, 2022.
Illinois has enacted legislation (House Bill 121) that expressly prohibits employers from discriminating against individuals based on their work-authorization status. House Bill 121 is effective immediately.
Illinois has enacted legislation (House Bill 117) that expands requirements related to the Illinois Secure Choice program to smaller employers. The changes take effect January 1, 2022.