Searching Employment Law on page 17

Ron DeSantis and Attorney General Ashley Moody are appealing a federal judge’s ruling that blocked part of a new state law that placed restrictions on how race-related issues can be addressed in workplace training — a law DeSantis has dubbed the “Stop WOKE Act.”

All department materials that encouraged or permitted race- or sex-based preferences as a method of compliance with federal civil rights laws are rescinded and will be replaced with new guidance affirming that equal treatment under the law means avoiding identity-based considerations in employment, procurement, contracting or other department decisions.”

In that statement, Burrows is quoted as saying, “Removing me, along with Commissioner Samuels, well before the expiration of our terms is unprecedented and will undermine the efforts of this independent agency to do the important work of protecting employees from discrimination, supporting employers’ compliance efforts, and expanding public awareness and understanding of federal employment laws.”

Toman said that for employers looking to attract and/or retain talent, unconventional or unique titles also are a way that employers can stand out in a competitive market.

“U.S. employers or employers with U.S. workforces are at a critical juncture with health and pharmacy costs,” Stubblefield said.

L. 116-136; CARES Act) was signed into law by President Trump and became effective on March 27, 2020.

One key driver behind the law is the fact that there is no federal law for paid leave, as more states are offering (or are considering offering) this much-desired benefit from an employee perspective.

It is incumbent upon organizations to ensure they are storing biometric data in a responsible manner to respect employee privacy, which starts with good IT practices.; With Illinois' top court recently deciding that U.S. labor law bars unionized workers from suing their employers for violations of the state's biometric privacy law, the case brought to the forefront how employers should focus on properly managing employees’ biometric data.

(Intentional or unintentional) employer misunderstanding, misinterpretation and/or misapplication of federal (as well as state) employment laws covering wages and hours are a primary cause of this issue.

Mark Goldstein, a partner on the New York labor and employment team at Reed Smith LLP, noted that the state often is at the forefront of new employment laws.