With 2020 finally in our rearview mirror, we can begin to look ahead to a promising and prosperous 2021. As the cloud of COVID-19 starts to lift (thanks to several vaccines), we expect employers will slowly begin to reopen their offices, employees will travel more, and the job market may revert back to the low unemployment levels that predated the onset of COVID-19 in March 2020. The ever-changing landscape of restrictive covenants certainly could affect all of this employment-related activity, including non-competes and non-solicits. Here are our early predictions for the Top 3 hot-button issues to look out for in the coming year.
EEOC Announces 2021 Schedules for EEO Data Collection
The Equal Employment Opportunity Commission announced the upcoming opening of four EEO data collections previously delayed by the COVID-19 pandemic. While the specific dates of these collections are not yet published, employers should begin preparing their data submissions to align with the adjusted schedule.
Continue reading “EEOC Announces 2021 Schedules for EEO Data Collection”
COVID-19: Negative Test Result Must Be Shown by All Travelers to England
The British government continues to ramp up travel precautions following the identification of a new, highly transmissible coronavirus strain. Starting next week, all international travelers arriving in England, including U.K. nationals, will be required to present a negative COVID-19 test taken up to 72 hours before travel.
Continue reading “COVID-19: Negative Test Result Must Be Shown by All Travelers to England”
Employer Beware: New California Employment Laws for 2021
Among the lasting 2020 impacts of fires, politics and COVID-19, is increased regulation of California employers. More than 563 bills introduced in the last California legislative session mention “employer,” compared to about 300 bills in 2019. While most bills stalled in the Legislature, many were signed into law by Gov. Gavin Newsom, bringing more rules and risks for employers in our state, dealing with workplace safety; sick leave; workers’ compensation; diversity and discrimination; worker classification and wages; privacy; employee leaves; and settlements.
The following are elements of key state Assembly Bills (AB) and Senate Bills (SB) that became law Jan. 1 (unless otherwise noted) and affect private employers.
Continue reading “Employer Beware: New California Employment Laws for 2021”
State & Local Employment Law Developments: Q4 2020
On January 1, a number of new and revised state and local workplace regulations went into effect, including requirements related to the legalization of recreational marijuana. This update reviews these new requirements to help you and your organization stay in compliance.
For the full alert, visit the Faegre Drinker website.
Federal District Court Issues Nationwide Temporary Ban on Executive Order 13950
Last week, the U.S. District Court for the Northern District of California issued a nationwide preliminary injunction banning the enforcement of Sections 4 and 5 of Executive Order 13950, a controversial federal directive purportedly enacted “to combat offensive and anti-American race and sex stereotyping and scapegoating” by prohibiting federal contractors and grantees from inculcating such views in their diversity and inclusion workplace trainings. While the preliminary injunction represents a significant win for the government contracting community, it is not a permanent injunction. It remains to be seen whether the government will appeal the order, or whether the incoming Biden administration will rescind the Executive Order in its entirety.
For the full alert, visit the Faegre Drinker website.