Effective January 1, 2014, the maximum weekly benefit for individuals eligible to collect unemployment insurance increased from $624 to $636; the maximum weekly benefit for state plan temporary disability and family leave insurance benefits increased from $584 to $595; and the maximum weekly benefit for workers’ compensation increased from $826 to $843. The New Jersey Department of Labor’s press release includes a chart comparing the 2014 rates and eligibility criteria to the 2013 rates and criteria.
Is “Fair Pay to Play” Fair in College Sports? What California’s New Law Means for the Future of Amateur Athletics
On September 30, 2019, Governor Gavin Newsom signed California legislation—Senate Bill (SB) 206—that would permit college student athletes to benefit financially (for example, from endorsement deals) from their names, images, and likenesses while still in school. Governor Newsom signed the Fair Pay to Play Act, which Senator Nancy Skinner (D-Berkeley) and Senator Steven Bradford (D-Gardena) sponsored, with much fanfare, alongside a high-profile professional basketball player and several former college student athletes. The new law is scheduled to take effect in January 2023.
An Epic Checklist: What to Consider When Adopting Class Action Waivers in Employment Arbitration Agreements
In Epic Systems Corporation v. Lewis, the Supreme Court of the United States held that class action waiver in an employment arbitration agreement are enforceable. Yet, arbitration agreements containing such waivers may still be challenged on a variety of grounds. The law in this area is often unsettled or unclear and changes frequently. The following checklist identifies key issues employers may want to consider when adopting a class action waiver in an employment arbitration agreement.
The San Diego City Council recently approved an ordinance raising the city’s minimum wage to $11.50 per hour by 2017. This wage increase will take effect incrementally over a three-year period, putting San Diego ahead of California’s minimum wage beginning in January 2015 at the rate of $9.50 per hour. In addition to its wage increase, the ordinance includes numerous sick pay provisions that will affect both employers and employees.