The National Labor Relations Board (“NLRB”) and the Federal Trade Commission (“FTC”) have entered into a Memorandum of Understanding (“MOU”) whereby the two federal agencies will partner to promote fair competition and advance workers’ rights.
Courtesy of AB 5 and a (controversial) case called Dynamex Operations West, Inc. v. Superior Court of Los Angeles, California generally presumes that all of your workers are employees—not independent contractors. One potential workaround for this general presumption involves so-called “business-to-business” relationships (colloquially abbreviated “B2B”), in which one business contracts with another business to supply a worker that the latter business needs.
A Letter of Intent, also known as an LOI, is a non-binding document that can be used in various transactions such as Asset Purchase Agreements, Equity Purchase Agreements, or even Employment Agreements. In this video, we will go over the 5 important tips when preparing a Letter of Intent.
The Equal Employment Opportunity Commission (“EEOC”) has updated its guidelines with respect to COVID-19. The EEOC has updated its “Technical Assistance Questions and Answers” which includes a new standard of how employers who are still testing their employees for COVID-19 can comply with the Americans with Disabilities Act (“ADA”). To note, these guidelines do not have the force and effect of law, however, they provide valuable insight into how the EEOC interprets the laws that they enforce.
Here are seven tips when it comes to your employee handbook
On July 8, the California Privacy Protection Agency (CPPA) released a Notice of Proposed Rulemaking, thereby formally beginning the rulemaking process to adopt regulations implementing California Privacy Rights Act (CPRA), which amends the California Consumer Privacy Act (CCPA).
The second part of our 2-part series for commercial real estate leases will discuss 3 more clauses you should take extra care in reviewing and negotiating.
In our latest 3in3 video, we discuss (1) what you should do when an employee is unable to return from a protected leave, (2) how to improve your leadership team, and (3) how to prepare for a deposition.
The U.S. Supreme Court has made the news in recent days. In a recent order, the Supreme Court denied review of California’s (controversial) AB 5—a law that, by default, classifies workers as “employees” instead of independent contractors.
Former employees will frequently claim unemployment benefits based on allegations of retaliation, hostile work environment, and/or constructive termination, even if the employee resigns from a position voluntarily without good cause and is not entitled to such benefits. When this occurs, employers have the option to contest the employee’s claim for unemployment benefits by filing an appeal before the California Unemployment Insurance Appeals Board (the “Board”) by an administrative law judge.
