Searching Employment Law on page 19

Specifically, they chill employees from: ;“Concertedly threatening to resign to demand better working conditions.”; ;“Carrying out concerted threats to resign or otherwise concertedly resigning to secure improved working conditions.”; ;“Concertedly seeking or accepting employment with a local competitor to obtain better working conditions.”; ;“Soliciting their coworkers to go work for a local competitor as part of a broader course of protected concerted activity.”; ;“Seeking employment, at least in part, to specifically engage in protected activity with other workers at an employer’s workplace.”; Abruzzo’s GC 25-01 memo was issued on Oct. 7, 2024, and sent to the same recipient list as the GC 23-08 memo.

With 38,000 employees, the state government is one of Maryland’s largest employers, and “thousands of state jobs in every department will be open to applicants with relevant experience and training, particularly in the information technology, administrative and customer-service sectors, which previously required a college degree,” according to the newspaper.

MEXICO New Law Compels Employers to Pay Housing Loans of Employees on Leave Effective Sept. 17, 2025, employers in Mexico must comply with an amended law that requires them to make housing loan payments on behalf of employees who are on unpaid sick, disability or family leave, including when pay-replacement benefits are provided by social security.

Fenster, associate with the labor and employment practice of Seyfarth Shaw LLP and current chair of the Atlanta Bar Association’s labor and employment section.; Workspan: First off, what impact should the legal challenges under way have on employers' compliance planning and actions now?

In situations where payroll changes are needed to comply with the upcoming deadline, payroll solutions company ADP encouraged employers and their HR/TR pros to provide formal notices to affected employees as not only a leading practice but, in some cases, a deference to employment law requirements.

But it can be especially stressful when employment rates are volatile and inflation comparatively remains high .

“Employers should work with counsel to evaluate and implement any changes in response to the proposed rule, since the process of evaluating and changing practices and policies can create legal risks and discoverable records,” said Natalie Bare, a class action and employment law litigator for the Duane Morris law firm.

“Since many employers pay overtime based on more-generous standards than [those found in the] FLSA — either based on state laws, collectively bargaining agreements or employer policies — overtime is not always calculated based on FLSA standards,” he said, adding payroll systems will need to be updated to identify and track the portion of overtime paid that is FLSA-qualified to correctly determine deduction eligibility.; ;Methods need to be in place to track qualified tips based on occupation-specific guidelines.

Given the size of an employer’s total healthcare spend, even small percentage-point shaving can substantially impact the bottom line.

“For employers, this means their compensation narrative matters more than ever.