Paternity leave is on the rise globally as cultural attitudes shift in favor of fathers taking a more active role in parenting. On May 24, 2017, the Republic of Panama became the latest member of a growing group of countries that require paid paternity leave. Law 27 of May 23, 2017, grants three business days of paid paternity leave from the date of childbirth, as long as the male employee provides his employer with (i) at least one week of notice of his spouse’s or cohabitant’s due date, and (ii) a birth certificate issued by the National Directorate of the Civil Registry certifying him as the father of the child. The three-day paid leave qualifies as service time in Panama, and the employee may not work for any other employer or be self-employed during his leave.
In Zavala v. Wal-Mart Stores, Inc., 2012 WL 3217522 (3d Cir. August 9, 2012), the Third Circuit Court of Appeals clarified the standard for final certification of a collective action under the Fair Labor Standards Act (FLSA), affirming the district court’s decision to deny final certification of a class of janitors that alleged that Wal-Mart failed to pay overtime, and instead engaged in an unlawful enterprise of transporting and harboring illegal immigrants and imprisoning them in stores, in violation of the Racketeer Influenced and Corrupt Organizations Act.
On April 29, 2020, Governor Ron DeSantis issued Executive Order (EO) No. 2020-112, outlining the first phase of a three-phase plan to lift stay-at-home restrictions and reopen Florida following the state’s COVID-19 closures. Phase 1 begins the “path to re-opening Florida [to] promote business operation and economic recovery while maintaining focus on core safety principles.”
Ogletree Deakins’ Traditional Labor Relations Practice Group is pleased to announce the publication of the Summer 2021 issue of the Practical NLRB Advisor. This issue offers insight into the significant and accelerated changes in labor relations policy we have seen since President Joe Biden took office.