Littler’s 12th Annual Employer Survey explores how U.S. businesses are responding to change and uncertainty across several key workplace issues, while bracing for increased regulatory enforcement and a rise in employment-related litigation.
On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which is set to take effect on July 1, 2024.
The Illinois Department of Labor (IDOL) has published the final regulations interpreting the Illinois Paid Leave for All Workers Act, which took effect four months earlier on January 1, 2024.
When an employee partially returns to work following sick leave, are they entitled to more pay than they received when they did not carry out any work at all?
Making New York the first state to mandate paid prenatal leave, the legislature passed an amendment that will require employers to provide up to 20 hours of paid leave for employees to attend prenatal medical appointments and procedures.
In Teamsters Local Union 987 of Alberta v Purolator Inc., 2024 CanLII 21937 (CA LA), an arbitrator dealt with a clash between the amount of leave days under a unionized employer’s collective agreements (CA) and the leave entitlements under the CLC.
On November 29, 2023, Prince Edward Island’s Bill 106, An Act to Amend the Employment Standards Act, received Royal Assent. Bill 106 will come into force on October 1, 2024.
The Washington state legislature and certain localities recently passed several bills affecting employers, some of which have already been signed into law.
