Last week, the United States Senate passed H.R. 4445, titled “Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021.” The bill, which President Biden is expected to sign into law, will make pre-dispute arbitration agreements between employers and their employees unenforceable when it comes to sexual harassment or sexual assault disputes.
In this two-part series, MNK Law explains the purpose of the onboarding process for new hires and how to ensure that they feel welcomed and a part of your company from day one.
California COVID-19 supplemental paid sick leave is a zombie that won’t go away. Even as the pandemic seems to be waning, California’s legislature has recently resurrected a COVID-19 supplemental paid sick leave law. California Gov. Newsom is bound to sign this law any day now.
Deciding whether to have a Paid Time Off (“PTO”) policy versus a separate paid sick time and vacation policy is a business decision. There is no one-size-fits-all approach, and our clients take varied approaches to the same. Both approaches, as outlined below, have pros and cons.
As the pandemic rages on, employers have been asking us if they can be sued by a family member who contracts COVID-19 from one of their employees. A California court has recently suggested that the answer to this question is “yes.”
In this first of a two-part series, MNK Law explains how internal investigations are an important tool for responding to complaints or incidents of suspected workplace misconduct.
California Governor Gavin Newsom, Assembly Speaker Anthony Rendon, and Senate President pro Tempore Toni Atkins reached an agreement on Tuesday to require employers to provide workers with up to two weeks of supplemental paid sick leave to recover from COVID-19 or care for a family member with the virus. If passed, this law would be retroactive from January 1, 2022, extend until September 30, 2022, and would apply to businesses with 26 or more employees.
On January 12, 2020, Cal/OSHA released an updated Frequently Asked Questions that provides much-needed clarity to Cal/OSHA’s “new” ETS COVID-19 guidelines.
As we predicted, the United States Supreme Court issued a ruling blocking the enforcement of federal OSHA’s COVID-19 vaccinate-or-testing mandates for large employers. In short, the Court has determined that the federal OSHA rules are illegal as they exceed the scope of powers that Congress delegated (granted) to OSHA.
In this first of a two-part series, MNK Law explains how internal investigations are an important tool for responding to complaints or incidents of suspected workplace misconduct.
