Brexit, the EU, and employment laws

How will Brexit impact employment law in the UK? There are far more unanswered questions than answers, and the tangled mess doesn't appear to have either easy or quick solutions. In the UK Brexit isn't the only issue, right now employers are navigating other legislation changes including: living wage, apprenticeship levy, and holiday pay.



Will Brexit untangle UK employment law from Europe?

What does leaving Europe mean for employment laws?

San Francisco Becomes First City to Require Paid Parental Leave

America is not known for being a leader in employment rights. At the risk of sounding socialist, some of the rights afforded to employees in other countries are virtually nonexistent in the US. For example parental leave is something virtually unheard of in United States. If you want to have a kid you better plan to set money aside or have a very generous employer.

On April 5th, this City of San Francisco passed legislation requiring certain employers to provide their employees with paid parental leave. The rules come into effect next year and require up to six weeks fully paid parental leave.

New York City is approving similar measures as well.

8 Points for New UK Employment Law Shifts

Beginning next month, there are a number of employment legislation changes coming into effect. For details read:
http://www.personneltoday.com/hr/employment-law-changes-april-2016/

USDOL 2016 Updates/Changes

USDOL prepped for 2016 and will be rolling out some changes including:

Changes to Federal Overtime Exemptions

The USDOL intends to modify wage and hour regulations under the federal Fair Labor Standards Act (FLSA). The amendments will double the salary ($23,660 to $50,000 per year) for certain “exemptions” from federal overtime requirements.

Secondly, USDOL intends to clamp down on misclassification of employees as independent contractors.

TOp 5 2016 January Employment Law topics USA

Check it out here:

http://www.lexology.com/library/detail.aspx?g=d023c629-b281-422d-bcf8-ca91470214a7

New Employment Laws in 2015

Familiarize yourself with new employment laws taking effect in 2015 across the United States. For a listing of recent updates in state employment laws, visit http://www.esrcheck.com/wordpress/tag/state-laws/.

New Employment Laws in California 2015

Here are some key changes that went into effect in 2014 and are slated for 2015.  This is not a comprehensive list but some highlights.

Changes To California Wage and Hour Law

Minimum Wage Increase to $9.00/Hour (AB 10)

Effective July 1, 2014, the California minimum wage is $9.00 per hour.  It will increase to $10.00 per hour on January 1, 2016.  

Liquidated Damages for Minimum Wage Violations (AB 442)

Employer Liability for Labor Contractors’ Wage and Hour Violations (AB 1897)

Protections for Domestic Workers (AB 241)

Penalties for Failure to Provide “Recovery Periods” (SB 435)

Mandatory Paid Sick Leave – Healthy Workplaces, Healthy Families Act of 2014 (AB 1522)

Effective July 1, 2015, millions of California employees will be entitled to paid sick leave.  The law applies to employers of all size, and to employees who work 30 or more days in California within a year of the commencement of employment.  

Limitation On Criminal History Inquiries (SB 530)

SB 530 prohibits employer inquiries and reliance on criminal convictions that have been judicially dismissed or ordered sealed.  

Additional Leaves of Absence Requirements (SB 288, SB 400, and AB 11)

New Protected Categories Under the Fair Employment and Housing Act; Expanded Definition of Harassment (AB 556, AB 1443 and SB 292)

Expanded Definition of National Origin (AB 1660)

Additional Immigration-Related Protections (AB 262, AB 524, and SB 666).

AB 263 prohibits certain “unfair immigration-related practices” based on an employee’s assertion of rights under the Labor Code or applicable local ordinance.  

Whistleblower Protection for Employees Who Report Violations of Local Rules or Regulations (AB 496)

California common law protect employees who report alleged violations of federal or state law or regulations.  SB 496 expands protections in Labor Code section 1102.5.