The adoption of the Marijuana Regulation and Taxation Act (MRTA) makes New York the latest state to legalize recreational cannabis use for adults age 21 and older. This new law expands employment protections for those engaging in lawful off-duty use of cannabis — and since it’s effective immediately, New York employers should review and update their drug and alcohol testing policies quickly.
Faegre Drinker previously reported on one of the first lawsuits challenging a COVID-19 vaccine mandate. As employers continue to evaluate employee vaccination, another lawsuit has been filed in the Central District of California, California educators for Medical Freedom et al v. The Los Angeles Unified School District et al., 21-cv-02388 (C.D. Cal. filed 3/17/2021).
The California Educators for Medical Freedom, along with seven employees of the Los Angeles Unified School District, are seeking injunctive relief and potential damages due to a vaccine mandate instituted in March of 2021. Plaintiffs were allegedly told that if they were not vaccinated by April of 2021, they could face a “job detriment, up to and including termination from employment.”
The year 2021 continues the trend of increasing regulation of the workplace by state and local governments. Several new and revised state and local workplace regulations are effective, including several developments relating to discrimination. This update reviews these new requirements and recaps Q1 state and local employment law developments to help you and your organization stay in compliance.
For the full alert, visit the Faegre Drinker website.
There are various types of visas for the United Kingdom. Designed for different purposes and lengths of stay, U.K. visas are available under many categories — each with its own unique eligibility requirements. To de-mystify the multitude of visa options, this primer gives a high-level overview of some of the key immigration categories that allow individuals to enter the U.K.
On March 23, 2021, Illinois Gov. J.B. Pritzker signed Public Act 101-0656 into law, amending the Illinois Human Rights Act (IHRA), the Business Corporation Act of 1983 and the Equal Pay Act of 2003 in ways that will significantly affect employers. Here’s an overview of what’s coming.