As noted last week, the Office of Federal Contract Compliance Programs’ (OFCCP) Final Rules amending the affirmative action obligations for individuals with a disability and protected veterans will become effective on March 24, 2014, barring an administrative delay or legal challenge. A detailed white paper discussing the new and expanded requirements of the disability Final Rule is available here and one discussing the requirements of the veterans Final Rule is available here. Our Affirmative Action and OFCCP Compliance Practice Group members are available to answer your questions on these Final Rules and look forward to working with you as these Final Rules are implemented by OFCCP.
The Minnesota Legislature is in session through May 20, 2019. This session promises to be very active with numerous bills affecting employers and the workplace. Major bills include paid leaves of absence (including family and sick leave), restrictions on an employer’s ability to access social media accounts, right-to-work legislation, vaccination exemptions, wage theft, and the legal standard for sexual harassment, and making available to a complaining party more information regarding the employer’s investigation and corrective action.
A federal court in Oregon recently ruled that employment agreements may impose a reasonable limitation on the time period in which an employee may bring statutory and common law claims against his or her employer, even when that time period is shorter than the statute of limitations. In Felix v. Guardsmark, LLC, 3:13-CV-00447-BR (D. Or.,
On Sunday, November 4, 2018, at 2:00 a.m., daylight saving time will end. This World War I–era practice of turning back the clock one hour in the fall became a federal law in the United States when President Lyndon Johnson signed the Uniform Time Act in 1966. The jury is still out on whether “falling back” is beneficial. Claims that it helps to conserve energy are dubious. Most people probably don’t get an extra hour of sleep that night. And, the time change doesn’t actually increase the number of hours of sunlight per day. However, it does present a good opportunity for employers to examine their timekeeping practices with regard to nonexempt employees.