On March 17, 2014, a bill (S1717) was introduced that would prohibit an employer from taking adverse action against an employee because he or she is not working due to a declared state of emergency (by the Governor or municipal emergency management coordinator). It also would prohibit employers from requiring employees to use their accrued paid or unpaid leave for such time. Employers that violate this new law would be subjected to a civil penalty of up to $5,000 for the first violation, and up to $10,000 for the second violation; there is no private cause of action for violations. Employees absent due to a state of emergency would need to make every effort to notify their employers about their absence, and would be required to return to work as soon as possible (i.e., no later than the first scheduled shift or hour after the state of emergency is rescinded, accounting for travel time).
In this, our final post in this blog series on wage and hour issues in the 21st century, we address another frequent area of concern for employers: exempt employees. Smartphones and electronic remote access are creating new problems for employers when it comes to exempt employees. Under the Fair Labor Standards…..
On April 7, 2023, the National Labor Relations Board (NLRB) released its filing data through the first half of its fiscal year (FY) 2023 (October 1–March 31). Through the first six months of the fiscal year, filing activity continued to build on record increases that developed in FY 2022.
Cut-off dates for the India and China EB-2 (Employment-Based, second preference) category continue to move forward. Cut-off dates will advance by four months, from January 1, 2010 to May 1, 2010, according to the Department of State’s (DOS) March 2012 Visa Bulletin. This follows two consecutive months of significant forward movement in the EB-2 category, with a nearly 10-month jump in January and full year’s leap in February.