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New rights for employees
A number of new employment laws came into force in April 2024 to provide greater flexibility for employees, including enhanced flexible working rights and new leave entitlements.
United States | Publication | January 2021
On November 30, 2020, California’s new emergency, temporary COVID-19 standards took effect. Title 8, California Code of Regulations, sections 3205 through 3205.4. See our recent alert and blog post for more information.
On December 14, 2020, California’s governor issued an Executive Order which modifies the emergency COVID-19 regulations by reducing the required quarantine or isolation period required by Section 3205(c)(10) (“Exclusion of COVID-19 cases”) and (c)(11) (“Return to work criteria”) from 14 days to 10 days. Thus, for example, employers need only exclude employees with COVID-19 exposure from the workplace for 10 days (as opposed to the original 14 days) after the last known COVID-19 exposure to a COVID-19 case.
On December 16, 2020, the National Retail Federation, the National Federation of Independent Business and three small employers filed a lawsuit in San Francisco Superior Court to block Cal/OSHA from enforcing the new COVID-19 regulations. The complaint describes the regulations as unnecessary, “scientifically unsupported” and “arbitrary and capricious.” We will continue to monitor activity in this case.
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A number of new employment laws came into force in April 2024 to provide greater flexibility for employees, including enhanced flexible working rights and new leave entitlements.
Publication
On 24 April 2024, the European Parliament voted to adopt the long-awaited EU Corporate Sustainability Due Diligence Directive (CSDDD or the Directive).
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We are delighted to announce that Al Hounsell, Director of Strategic Innovation & Legal Design based in our Toronto office, has been named 'Innovative Leader of the Year' at the International Legal Technology Association (ILTA) Awards.
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