Between maintaining business continuity and keeping your workforce safe, we know there’s been little time to track the rapidly changing employment law landscape in California — with our “quick hits” format, we will provide a content-rich presentation complete with practical takeaways in 75 minutes. This webinar is designed to ensure that California in-house counsel are up to speed on the top employment law developments of 2021 and are prepared for what’s on the horizon in 2022.
This virtual session will give you a comprehensive overview on the topic of “flexibility of working place and working time” as well as “protection of health and data”. Please note that this event will be in held in German only.
ASIC has written to public companies, large proprietary companies and trustees of registrable superannuation entities urging them to review their whistleblowing policies to ensure they are compliant with the Corporations Act 2001.
The New South Wales Modern Slavery Act was passed by the NSW Parliament on 21 June 2018, but has not yet commenced. The NSW Government took the unusual step of indefinitely deferring its commencement. The Modern Slavery Amendment Bill 2021 was introduced to the NSW Parliament on 14 October 2021 and has progressed to its second reading speech in the NSW Parliament.
As companies call employees back to the physical workplace, more employers are electing to implement mandatory COVID-19 vaccination policies to keep employees safe. In turn, some employees are seeking accommodations for disabilities or sincerely held religious beliefs that may prevent them from being vaccinated. In this In Focus video, Baker McKenzie Labour and Employment lawyers share guidelines for Canadian employers to consider as they encounter requests for accommodations from mandatory vaccination policies.
The European Whistleblowing Directive is to be implemented by the European Union’s 27 member states by no later than 17 December 2021 and will impact employers with operations in those jurisdictions. With most of the Member States yet to pass their implementing legislation, employers will face a period of intense activity in the coming months.
A number of reports have cited the disproportionately negative effect of the COVID-19 pandemic on the employment and earnings of women. There is a risk that the effects of the pandemic could further entrench preexisting inequalities, and that the economic impact of the pandemic on businesses could push pay equality down the agenda. Instead, we see the return to “normality” as the perfect opportunity to take stock and identify where inequality can be tackled.
Key developments reflected in this week’s update to the tracker include the following: Colorado, Connecticut, Indiana, Iowa, Louisiana, New Mexico, Rhode Island, Tennessee and Washington, DC extend their state-wide orders and reopening plans. New Mexico issued a new mask mandate requiring all persons aged two or older to wear a mask indoors, except when eating or drinking.
In the event that a position becomes redundant, employers are obliged to investigate whether the affected employee can be reassigned to another suitable position, before they can pursue termination. The reassignment assessment must cover the entire group of companies, which raises a number of questions, especially for large multinationals. Because what exactly is expected of employers and what does this mean in practice?
The emergence and subsequent spread of the Delta variant has led several countries, most notably the United States, into adopting more stringent health and safety protocols. On 29 July 2021, President Biden declared that the US government would be imposing vaccination requirements in certain cases and offering additional incentives for its citizens to be vaccinated. Following this announcement, TMT Talk revisits the important legal aspects of vaccinations, as they apply to the TMT sector.