Call Us 02 info globalmigrate. I cashed a check at your bank today I don't own a bank account with you guys anymore and it is your bank check. Covered "employees" include state employees, unpaid interns, applicants, joint employees, apprentices and individuals who work for employment agencies. It looked fresh and newly packaged so I picked it from all the others. The Regulations, which came into effect on April 6, , introduced mandatory gender pay gap reporting by large private and voluntary sector employers as a means to identify the difference between the average pay of men and women in the U. Click here to register your Interest.
You could also find yourself threatened with eviction if you can't cope with your mortgage payments. On these pages you can find information about how to go about renting or buying a home or just finding somewhere to live. You can also find advice on handling problems with your landlord and help to avoid losing your home. Get advice about renting from a private landlord if you have an assured shorthold tenancy. Most people have this type of tenancy. Get advice on applying for homeless help from the council, including making an application and challenging a decision.
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England This advice applies to England: Effective July 18, , New York City's Temporary Schedule Change Law requires employers to accommodate requests for temporary changes to work schedules due to certain "personal events" on up to two occasions each calendar year.
This law covers all employees who work at least 80 hours per calendar year in New York City and who have been employed by their respective employers for at least days, regardless of their immigration status.
Certain employees covered by collective bargaining agreements or working in government or the motion picture, television and live entertainment industries are excluded from the scope of the statute. Among other requirements, employers must post a notice of employees' rights under the Temporary Schedule Change Law where it can be easily seen in each workplace in New York City. The notice must be in English and any other language that is the primary language of at least five percent of the workers in the workplace, if the translation is available on the NYC government webpage on this topic.
The decision comes after years of litigation over Uber's classification of drivers as independent contractors rather than employees. The O'Connor court unanimously held that Uber's arbitration agreements with its drivers were enforceable based on the Ninth Circuit's decision in Mohamed v. Supreme Court's recent decision in Epic Systems Corp v. Lewis , S. In Mohamed , the Ninth Circuit held that the relevant provisions of the arbitration agreement in that case directed the threshold question of arbitrability to the arbitrator, and thus the arbitration agreements were not contracts of adhesion nor unconscionable.
Also, the Mohamed court held that the arbitration agreements provided drivers with a meaningful opportunity to opt out of arbitration. With respect to the Epic Systems decision, the O'Connor court rejected the argument that the arbitration agreements were unenforceable because they contained class action waivers that allegedly violated the National Labor Relations Act of In Epic Systems , the U.
Supreme Court held that class action waivers are enforceable and may be included by employers in arbitration agreements. The O'Connor court's reversal of class certification means that if the drivers in that case plan to pursue their worker misclassification claims, they will have to do so individually through arbitration.
The California Supreme Court ruled this past July that the de minimis doctrine does not apply to state wage and hour claims where an employer requires an employee to regularly work "off the clock," even if the employee's off-the-clock work is generally 10 minutes or less per shift and difficult to record.
Historically, the de minimis doctrine has provided limited leeway for employers to disregard otherwise compensable work time when such time is insignificant and difficult to record.
The California Supreme Court noted, however, that the DLSE's interpretation was not binding and that the California legislature has not evidenced an intent to incorporate the de minimis rule into the state's wage orders. The California Fair Employment and Housing Council proposed amendments to its regulations related to discrimination on the basis of national origin.
The new regulations went into effect on July 1, Among other things, the new regulations expand the definition of national origin, restrict the use of English-only rules, prohibit discrimination based on an applicant or employee's accent and English proficiency unless, for example, a business necessity exists , and prohibit harassment and retaliation on the basis of national origin.
In addition, the new regulations include several notable immigration-related provisions. For example, the regulations clarify that the California Fair Employment and Housing act FEHA and its regulations apply to undocumented applicants and employees to the same extent that they apply to any other applicant or employee, and state that immigration status is irrelevant during the liability phase of any proceeding brought to enforce FEHA.
Moreover, the new regulations prohibit discovery or other inquiry into an individual's immigration status unless it is shown "clear and convincing evidence that such inquiry is necessary to comply with federal immigration law.
The new regulations prohibit specified immigration-related retaliation. As of August 10, , Massachusetts became the latest state to enact legislation regulating non-compete agreements. The Act requires, among other things, that "garden leave" be paid for the duration of the noncompete, defines "garden leave" as 50 percent of the employee's highest annualized salary over the two years preceding the employee's termination of employment, and permits the provision of "other mutually-agreed upon consideration" in lieu of garden leave, though the Act does not define "other mutually-agreed upon consideration.
The Act requires that the noncompete be supported by "fair and reasonable consideration," but it does not define the amount or form of consideration sufficient to make a noncompete agreement entered into after the commencement of the employment relationship enforceable. Also, the Act provides that noncompetes are unenforceable with respect to certain workers, including non-exempt employees, student interns, employees 18 years old or younger, and employees who have been laid off or whose employment has been terminated without cause, but the Act does not define "cause.
Employers cannot necessarily avoid the Act's requirements through a choice of law provision specifying the law of another state.
The Act states that "[n]o choice of law provision that would have the effect of avoiding the requirements of this [Act] will be enforceable if the employee is, and has been for at least 30 days immediately preceding his or her cessation of employment, a resident of or employed in Massachusetts at the time of his or her termination of employment.
The new law becomes effective January 1, , and covers employers with at least four employees located in the state at the time of the alleged violation. Covered "employees" include state employees, unpaid interns, applicants, joint employees, apprentices and individuals who work for employment agencies. Like similar laws recently enacted in other states, the new Delaware law includes a mandatory sexual harassment training requirement.
This requirement applies to employers with 50 or more employees in the state, and the training must be provided to workers and supervisors every two years. The new law requires employers to distribute an information sheet about sexual harassment that the Delaware Department of Labor is charged with creating. An affirmative defense is available to employers who can prove that they exercised reasonable care to prevent and correct any harassment promptly and that the employee unreasonably failed to take advantage of any preventative or corrective opportunities provided by the employer.
The new law places responsibility on employers when employers knew or should have known of the sexual harassment of an employee and failed to take appropriate corrective measures. The PSLA allows employees to accrue one hour of sick leave time per 30 hours worked, with a cap of 40 hours per year. In addition, the PSLA defines "employee" broadly as employees working in the state "for compensation," with only a few exceptions, such as public employees who already have sick leave benefits.
Also, the PSLA does not have an hours-worked requirement, but new employees who become employed after October 29, , cannot use paid sick leave until the th day after employment begins.
Moreover, employees can use paid sick leave for more reasons than other New Jersey leave laws, including public health emergencies and attendance at meetings regarding care for the employee's child. Under the PSLA, employers have discretion regarding the increments in which employees may use accrued sick leave. Employers are required to designate any period of 12 consecutive months as a "benefit year" but can then choose to use an "accrual" or "annual" method, each of which are detailed in the PSLA.
Employers can choose whether to offer to pay employees for their unused accrued sick leave in the final month of the benefit year.
In addition, employers that have existing paid time off policies may utilize those policies to satisfy the PSLA as long as employees can use the time off as required by the PSLA. Employers must post a notification of employees' rights under the PSLA and provide employees with a written copy of the notice. Furthermore, employers must retain records documenting hours worked by employees and paid sick leave taken for a period of five years and, upon demand, allow the New Jersey Department of Labor to access to those records.
Notably, the PSLA contains an anti-retaliation provision that includes a rebuttable presumption that an employer's actions are unlawful if it takes adverse action against an employee within 90 days of the employee engaging in activity protected under the PSLA.
Aggrieved employees may pursue civil action against the employer and recover compensatory and liquidated damages. On August 21, , Illinois Gov.
Bruce Rauner amended the Nursing Mothers in the Workplace Act NMWA , ILCS , which now requires employers to provide a reasonable, paid break for nursing mothers to express milk as needed during the first year after her child's birth. For purposes of the NMWA, an employer is any entity that has more than five employees, exclusive of the employer's immediate family.
The NMWA's amendments expand protections in the workplace for employees who are nursing children. Most significantly, the amendments prohibit a reduction of an employee's compensation for time used expressing milk or nursing a child, thus the breaks must be paid at the employee's full rate of pay.
In addition, the amendments remove the requirement that the break time "must" run concurrently with any break time already provided, and replaces the NMWA's prior language with "may," which allows the employee to take breaks for expressing milk outside of legally mandated meal and rest breaks. Also, the amendments change the NMWA's prior language that an employer is not required to provide a break if doing so would unduly disrupt the employer's operations.
The amendments require employers to provide a reasonable break for nursing mothers unless doing so would create an undue hardship as defined by the Illinois Human Rights Act, Section J. An undue hardship is defined as an action that is prohibitively expensive or disruptive when considered in light of the following factors: The employer has the burden of proving an undue hardship.
The NMWA continues to require employers to make reasonable efforts to provide a room close to the work area, other than a toilet stall, where an employee can express milk in private.
The NMWA is effective immediately. The requirements of the U. The Regulations, which came into effect on April 6, , introduced mandatory gender pay gap reporting by large private and voluntary sector employers as a means to identify the difference between the average pay of men and women in the U. The Regulations required affected employers to publish their first gender pay gap reports by April 4, In particular, the Committee reviewed the adequacy and effectiveness of the Regulations and the measures that businesses need to take to reduce and eventually eliminate the gender pay gap.
Below is a summary of the Committee's main findings:. The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances. NLRB Draft Rule Regarding Joint Employment On September 14, , the NLRB released a draft rule that would limit joint employer status to entities that possess and actually exercise substantial, direct and immediate control over employees' essential terms and conditions of employment in a manner that is not limited and routine.
NYC Employers Must Engage in Cooperative Dialogue When Accommodating Employees Beginning on October 15, , New York City employers with four or more employees must engage in a detailed "cooperative dialogue" with any person requesting an accommodation in connection with the person's religion, disability, pregnancy, childbirth or related medical condition, or status as a victim of domestic violence.
California Supreme Court Holds That De Minimis Doctrine Does Not Apply to State Wage Claim The California Supreme Court ruled this past July that the de minimis doctrine does not apply to state wage and hour claims where an employer requires an employee to regularly work "off the clock," even if the employee's off-the-clock work is generally 10 minutes or less per shift and difficult to record.
Massachusetts Noncompete Reform As of August 10, , Massachusetts became the latest state to enact legislation regulating non-compete agreements. Below is a summary of the Committee's main findings: The overall median gender pay gap is More dramatic gaps exist in certain industry sectors, including gender pay gaps of over 40 percent in some sectors.
Overall, 78 percent of organizations reported gender gaps that favor men. Many employers found the Regulations to be unclear and the calculation of gender pay gap statistics to be difficult and inconsistent, primarily because the Regulations do not fully explain how to address different remuneration structures.
In addition, some employers were confused about who should be included in the workforce and whether to report at a group or employing-entity level. There were substantial inconsistencies in the presentation of reports. Some employers published only the bare figures required by the Regulations and lacked context or explanation. Others included action plans to address gender pay gaps. There is no requirement in the Regulations to provide separate figures for full-time and part-time work pay gaps, which would have facilitated the comparison of women's average part-time hourly pay rates to men's full-time hourly pay rates.