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The 2024 Summer Olympic Games are in full swing. To celebrate this international event, Littler offices throughout the world are sharing key developments in employment law that have occurred since the last time the Olympic Games were hosted by their countries. We invite you to check out the first round, “2024 Summer Olympics Series: United States.”
It’s possible you have been hearing about companies offering employees unlimited paid time off (PTO). Perhaps you have even started wondering if an unlimited PTO policy could be best for your employees. Before diving into creating a new unlimited PTO policy, make sure you carefully review your reasons for creating such a policy and the laws in your state to determine if it really is the right move for your company.
We’re not expecting a slowdown in actions taken by the EEOC this presidential election year. Instead, we are anticipating that the Commission will likely attempt to move forward with broad policy objectives and increased litigation. If you would like to learn more about EEOC updates, we invite you to view our recent webinar “An Insider's View of the EEOC: Recent and Current Strategies, Litigation, Settlements and What’s on the Horizon.”
Update: View this webinar here.
You have probably heard news about Chevron being overruled, but you may still be wondering what exactly it means for you. If you have questions about this recent development, we invite you to view the webinar “Chevron is Gone: What’s Next for Labor and Employment Law?” recorded on July 25, 2024.
During this webinar, Littler answers the following questions:
Update: This webinar can viewed here.
There are currency a handful of jurisdictions that have implemented predictable scheduling laws, which generally require covered employers to provide notice of work schedules in advance, provide a certain number of hours of rest between shifts, allow employee input into schedules, among other things. If you have employees in any of the jurisdictions listed below, we invite you to view our webinar “Predictably Unpredictable – Navigating Fair Workweek Laws Across the United States” from July 11, 2024.
It’s definitely not January, but the number of labor and employment law updates taking effect kind of makes it feel that way. This summer, especially July, is shaping up to be busy.
Just recently, Littler published the results of their 12th Annual Employer Survey. This report provides the findings of the survey that was completed by more than 400 in-house lawyers, business executives, and human resources professionals and offers their thoughts and Littler insight on current trends in employment law.
We are excited to announce that we have been making updates to the Posters Report on the Reference Center so that it will be easier for you to use! On Monday, May 13, 2024, the Posters Report will have a new look that re-organizes the content currently found on the report. This update will allow you to use the Comparison View and the content smart links with more pinpointed ease. You will be able to expand, view, compare, and save links to Posters content that answers the following questions:
Recently, the EEOC published final regulations that clarify and expand upon an employer's obligation to provide reasonable accommodations under the PWFA. You can learn more about the final regulations that take effect on June 18, 2024, in Littler’s Insight “EEOC Releases Expansive Final Regulations to Implement the Pregnant Workers Fairness Act.” You can also check out our webinar “Are You Ready for the June 18th PWFA Rule?” which covers topics such as:
Many states, and even some cities, across the U.S. have started implementing pay transparency policies. Although the objectives of new transparency policies have good intentions, such as increased employee trust and pay equity, they can present compliance questions and issues. In our recent webinar, Navigating New Pay Transparency Policies, Littler provides a look at some key factors of pay transparency policies, including: