The Trump administration and the courts were busy last week, so we thought you might appreciate a roundup of some of the important stories available on HR.BLR.com®.
Immigration continues to be a hot topic, and there were a number of recent developments, including the announcement that the new electronic I-9 form was causing errors in Social Security numbers, as well as news about the signing of a new Executive Order on hiring American workers. You can read about these and other developments in the article titled Immigration Week in Review.
In other news, the Trump administration was granted an additional extension of time until June 30 to file a reply brief in the overtime rule case currently pending in a federal court of appeals. The extension of time, discussed in this article, will presumably give Congress time to vote on the nomination of Alexander Acosta for Labor secretary.
For those of you who put the pending changes to the EEO-1 report out of your minds, the March 2018 deadline for filing a new version of the report that includes compensation data is now less than a year away. This past week, business groups urged the White House to block the new EEO-1 reporting requirements related to compensation. Click here for more on the EEO-1 report changes.
The courts were also busy last week. The 9th Circuit Court of Appeals denied summary judgment to an employer who failed to offer continuation of health benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA) to a terminated employee claiming she was terminated for gross misconduct. The decision reminds employers to exercise caution in these situations. You can read about the full decision in this article.
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- March 21, 2017: The Connecticut Supreme Court has issued a new opinion clarifying Part C of the ABC test for independent contractors under the state’s unemployment compensation law; whether the person performs work for multiple employers is simply one factor among many.
- April 7, 2017: The Washington, D.C., Universal Paid Leave Amendment Act became law. The Act requires all D.C. employers, regardless of size, to provide employees with paid leave, including up to 8 weeks of family, parental, and/or medical leave each year. Covered employees are expected to be entitled to receive paid leave benefits no later than July 1, 2020, pursuant to a payroll tax-based contribution plan that must be developed by the mayor no later than July 1, 2019.
- April 7, 2017: New agency FAQ resources have been issued relative to state and local paid sick leave laws. Reference links to these documents have been provided.
- Additionally, substantive updates have been made to provide additional details on the San Francisco sick leave ordinance. Specifically, employees who are hired on or after January 1, 2017, are now entitled to accrue paid sick leave upon hire. (Previously, employers could require a 90-day waiting period.) Additionally, the reasons for which the city’s leave may be used have expanded to better comply with state law—these now include bone marrow and organ donation, as well as purposes related to domestic violence.
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