Searching California Law Could Be Tipping P on page 17

Some state-level jurisdictions — namely, California and Illinois — have pay data reporting laws that approach the stringency of the EU directive; however, these state-level requirements are nascent and distinct from the EU directive.

Collaboration between benefits departments and CFOs could lead to new innovations and help avoid budget surprises.; Reuse Permission Employers are facing a higher spike in healthcare costs than they’ve seen in years.

This has led to a growing concern that LTI programs aren’t working as well as they could or should be.

With California, Washington, and New York adopting new laws in 2023 and another dozen states considering them, most employers now need to consider this becoming the “practice of the land” if not the law of the land in a few years.

Within the bill’s verbiage, a “noncompetition covenant” includes: ;“Every written or oral covenant, agreement or contract that prohibits or restrains an employee or independent contractor from engaging in a lawful profession, trade or business of any kind”;; ;“A covenant, agreement or contract between a performer and performance space, or any third-party scheduling the performer for a performance space ... that prohibits or restrains the performer from engaging in a lawful performance”;; ;“An agreement that directly or indirectly prohibits the acceptance or transaction of business with a customer”; and; ;“Any provision in an agreement that threatens, demands, requires or otherwise effectuates that an individual return, repay or forfeit any right, benefit or compensation as a consequence of the individual engaging in a lawful profession, trade or business of any kind.”; However, the definition does not include things such as nonsolicitation agreements, confidentiality agreements, and

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Reuse Permission The Mexican Senate has unanimously approved draft amendments to federal labor law to require that people age 60 and older make up at least 5% of the workforce in companies with 20 or more employees.

The law also makes it illegal for an employer to retaliate against an employee for opposing any practice forbidden under the Human Rights Law, or because the person has filed a complaint, testified, or assisted in a proceeding under the Human Rights Law.

A recent survey from employment and labor law firm Littler , which included more than 330 U.S.

Many employees who could not work remotely were stressed about getting sick, while those who worked from home struggled with such issues as overwork and handling remote learning for their children.