As previously reported in the October 2012 issue of the New Jersey eAuthority, a bill (A3365) was introduced in the Assembly that would require employers, upon request, to provide prospective employees with a statement disclosing the name of the employer directing the work and paying compensation to the applicant upon accepting employment and the precise address of that employer. On October 15, 2012, the Assembly amended that bill to also require employers to disclose the specific nature of the employment relationship, i.e., employee, temporary employee, independent contractor, or otherwise.
The New York State Department of Labor (NYSDOL) issued guidance on January 20, 2021, clarifying certain aspects of New York’s COVID-19–related quarantine leave law and expanding certain benefits under the law. Parts of the guidance came as a surprise to some employers, as they appear to impose additional obligations on employers to pay employees if they require the employees to remain out of work due to potential COVID-19 exposure.
Ogletree Deakins’ Traditional Labor Relations Practice Group is pleased to announce the publication of the Fall 2020 issue of the Practical NLRB Advisor. This issue offers insight into the future of labor policy in the wake of a politically polarized presidential election year and a sharply divided electorate. Even though the 2020 election is over, we can expect to see continued battles over traditionally pro-labor segments of the workforce, controversial legislation that is likely to be advanced in the near term, and recent National Labor Relations Board (NLRB) activity.
On July 9, 2019, the California Senate Judiciary Committee passed Assembly Bill 25 (AB 25), but only after certain changes were made to quell opposition to the bill by labor groups. The bill was originally drafted to exclude employees and job applicants from the definition of “consumer” under the California Consumer Privacy Act of 2018 (CCPA).