The California Supreme Court recently held in Stone v. Alameda Health System (August 15, 2024, No. S279137) __ Cal.__ __[2024 WL 3819163] that certain Labor Code provisions and related Industrial Wage Commission (IWC) wage orders governing meal and rest breaks do not apply to public agencies.
On April 23, 2024, the Federal Trade Commission (FTC) issued its final Non-Compete Clause Rule (Rule) which bans employers within the FTC’s jurisdiction from entering into new non-compete clauses (non-competes) with workers.
On April 23, 2024, the United States Department of Labor, Wage and Hour Division (Department), made significant changes to its regulations under the Fair Labor Standards Act (FLSA).
As the July 1, 2024 deadline quickly approaches, this is a reminder of the obligations related to preventing and responding to workplace violence placed on all employers, both public and private, by Senate Bill (SB) 553.
On April 29, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) published new guidance on workplace harassment, entitled “Enforcement Guidance on Harassment in the Workplace.
On April 19, 2024, the United States Department of Education (Department) released new and much-anticipated regulations under Title IX (2024 Regulations). Title IX is the federal law that prohibits discrimination on the basis of sex in federally-funded educational settings, such as school districts and community colleges (referred to as "Recipients").
On April 17, 2024, the United States Supreme Court unanimously held, in Muldrow v. City of St. Louis, Missouri (2024) 601 U.S. __ [144 S.Ct. 967], that an aggrieved employee who was transferred to another position need only suffer "some harm" in an employment discrimination case brought under Title VII of the federal Civil Rights Act of 1964.
Building upon the report by the California Government Operations Agency, entitled State of California: Benefits and Risks of Generative Artificial Intelligence Report and published in November 2023, California has issued guidelines addressing procurement, use, and training related to generative artificial intelligence (GenAI) by State agencies.
Effective January 1, 2024, eligible employees in California may take up to five days of protected leave after experiencing a reproductive loss event.