Non-compete clauses in employment contracts are subject to a wide variety of state laws that limit their effectiveness, but often leave room for reasonable restrictions when an employee leaves. A proposed new rule from the U.S. Federal Trade Commission (FTC) would bring uniformity to the law – by banning employers from entering into non-compete clauses
With OSHA’s Emergency Temporary Standard (ETS) hanging in the balance of a special January 7, 2022, U.S. Supreme Court session, your organization should nonetheless prepare to comply with a Vaccine-or-Test COVID-19 policy. As it stands, the current OSHA ETS requires private businesses with at least 100 employees to ensure that their employees are either vaccinated
Over the past few months, the COVID-19 vaccine has dominated news coverage and is at the forefront of the current administration’s agenda. In this recent legal alert, our employment team considers several important vaccination questions for employers to consider as they navigate the rapidly evolving issues that COVID-19 presents to the workplace.
Read the full
Join Hahn Loeser and our friends from Foundation Software for a complimentary four-part legal series for the construction industry on a range of important topics. To register for each session, please click on the title of the topics below.
Session 1: The Road Ahead for Contractors: Predictions of What to Expect in 2021
Thursday, March
On September 14, 2020, Governor DeWine signed House Bill 606 into law which provides civil immunity to employers facing COVID-19 related lawsuits. HB 606 provides, in part:
SECTION 2. (A) No civil action for damages for injury, death, or loss to person or property shall be brought against any person if the cause of action
Members of our Construction Law Team joined forces with Suhas Shah, a partner with Intyllus Advisors for a three-part webinar series for the construction industry on critical topics of interest related to COVID-19. If you missed any of our programs, you can watch the recordings and download the slides at the links below.
Part 1:
The Families First Coronavirus Response Act was signed into law on March 18, addressing many topics related to COVID-19 Disease 2019, including amendments to the Family Medical Leave Act and creation of national emergency paid sick leave.
We invite you to read the recent Client Alert from our Labor and Employment Team summarizing the employment
The COVID-19 coronavirus is impacting every aspect of the economy, and construction will not be exempt. Materials and deliveries may be slowed, crews quarantined and unavailable, and projects delayed. We view COVID-19 as an event beyond the control of a party (an “act of G-d”), falling within the force majeure provision of most contracts. Some
The EEOC’s September 30th deadline for all covered employers to submit pay data for 2017 and 2018 wage data is right around the corner. While some employers may have implemented data collection tools intended to meet this requirement when a revised EEO-1 report was released in October 2016, others delayed implementation after use of the revised EEO-1 report was halted and litigation ensued over the revised EEO-1 report. A court order issued earlier this year reinstituted the filing requirement for all covered employers.
Covered employers are those private employers who had 100 or more employees in a self-selected “snapshot period” between October 1st and December 31st of 2017 and who had 100 or more employees in a self-selected “snapshot period” between October 1st and December 31st of 2018. The self-selected “snapshot period” can be different periods for each year and can also be a different period than what was selected for the “snapshot period” for the EEO-1 Component 1 report (employee counts by race and ethnicity groups by gender and job category). Notably, federal contractors and subcontractors with 50 to 99 employees who are required to file annually EEO-1 Component 1 data are not required to file the Component 2 wage data.
Continue Reading September 30th Wage Reporting Deadline Fast Approaching