The first quarter of 2022 continued the trend of increasing regulation of the workplace by state and local governments. Although it is not possible to discuss all state and local laws, this update provides an overview of recent and upcoming legislative developments to help you and your organization stay in compliance. (Please note that developments related to issues such as minimum wage rates and COVID-19 are not included.)
On January 12, 2022, Luxembourg’s Minister of Justice submitted to the country’s legislature Bill 7945, which transposes Directive (EU) 2019/1937, otherwise known as the Whistleblower Protection Directive (“Directive”). The official deadline for EU member states to transpose the Directive into national law was December 17, 2021, however, nearly every state, including Luxembourg, failed to meet this deadline. Now that Bill 7945 has been presented to the legislature, experts will review it and compare the legislation against the requirements of the Directive. Given the expiration of the deadline for transposition in December, the legislature is expected to act quickly in passing Bill 7945 into law, so as to avoid the European Commission taking legal action for non-implementation.
Bill 7945 provides a framework to protect individuals who have obtained information in the work context about acts or omissions that violate national law or are against the public interest, and report protected information in any of the manners proscribed by the draft law. Specifically, Bill 7945 protects reports made by current and former employees, prospective employees, volunteers, trainees, self-employed individuals, shareholders, contractors, subcontractors, and suppliers. To be protected under the draft law, individuals must have reasonable grounds to believe the information they report is true and that it falls within the scope of the measure. The measure prohibits retaliation against individuals based on them reporting protected information in accordance with the draft law’s provisions.
The fourth quarter of 2021 continued the trend of increasing regulation of the workplace by state and local governments. Although it is not possible to discuss all state and local laws, this post provides an overview of recent and upcoming legislative developments to help you and your organization stay in compliance. (Please note that developments related to issues such as minimum wage rates and COVID-19 are not included.)
Was a Redundancy Dismissal Unfair Because of Lack of Appeal?
In Gwynedd Council v (1) Barratt (2) Hughes  EWCA Civ 1322, the Court of Appeal (CA) considered whether an employer’s failure to give an employee an opportunity to appeal against the decision to dismiss them for redundancy rendered the dismissal unfair.
The claimants were teachers who were dismissed for redundancy as a result of the closure of the school at which they taught. They brought a claim for unfair dismissal, arguing that the redundancy process had been unfair, in part because they were not given an opportunity to appeal their dismissal.
The Colorado Department of Labor and Employment (CDLE) has adopted the Colorado Overtime and Minimum Pay Standards (COMPS) Order #38 and new Wage Protection Rules as well as the 2022 Publication and Yearly Calculation of Adjusted Labor Compensation (PAY CALC) Order, which became effective January 1, 2022. Below is a summary of notable changes in the new rules.
A recent decision issued by the Chief Judge of the United States District Court for the District of New Jersey is a reminder that not every employee who “blows the whistle” is a “whistleblower” protected under the New Jersey Conscientious Employee Protection Act (CEPA), and that the New Jersey Supreme Court’s gatekeeping instructions to trial courts in Dzwonar v. McDevitt (2003) are alive and well.