On January 28, 2013, a bill (S2488) was introduced that seeks to protect candidates for election to public office (federal, state, county, municipality, or school district) from retaliation by employers. Under the bill, it would be unlawful for employers to retaliate against their employees for campaigning or engaging in other related political activity during non-work hours. In order to enjoy the civil protections of the Act (including an injunction, reinstatement, lost wages and benefits, attorneys’ fees and costs, and punitive damages), the employee would need to provide written notice of the retaliation to a supervisor (unless reasonably certain the supervisor was already aware), and provide the employer a reasonable opportunity to remedy the situation. The law would also contain notice and posting requirements.
Recommended Reading
Louisiana Legislature Ensures Franchisees Are the Sole Employers of Their Workers
The Louisiana legislature recently passed Act 404 of the 2015 legislative session, clarifying that in most circumstances franchisees are the sole employers of their employees. The bill was signed by Governor Bobby Jindal on July 1, 2015, and went into effect on August 1, 2015.
Unemployment Insurance System Update, Part III: Additional States Opting Out of Federal Unemployment Benefits
Twenty-two of 27 Republican-led states have announced that they will end enhanced federal COVID-19 unemployment benefits early. Of those, four (Arizona, Montana, New Hampshire, and Oklahoma) will offer additional monetary incentives for individuals to return to work. To date, no state with a Democratic governor has chosen to opt out of the COVID-19–related enhanced federal unemployment programs.
DOL Releases Additional Paid Leave Guidance Regarding Closures, Furloughs, and Reduced Hours
On March 28, 2020, the U.S. Department of Labor’s (DOL) Wage and Hour Division released an updated set of “Questions and Answers” (Q&As) that provide additional guidance concerning the impact of workplace closures and furloughs upon employers’ obligations to provide paid leave under the Emergency Family and Medical Leave Expansion Act (EFMLEA) and the Emergency Paid Sick Leave Act (EPSLA).