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Retail Industry Workplace Law Update – Fall 2017

By Mark S. Askanas
  • October 4, 2017

Oregon Enacts Scheduling Legislation

Oregon has become the first U.S. state to regulate employer scheduling practices in the retail, food service, and hospitality industries. Read full article…

States Strengthen Protections for Pregnant Workers

Employers should plan to comply with changes to Connecticut, Massachusetts, and Washington laws that provide greater protections (such as expanded workplace accommodation) for pregnant workers.

Washington Enacts Paid Family and Medical Leave Law

All Washington employers must provide paid family and medical leave under a new state law. Read full article…

Employers Increasingly Targets of Illinois Biometric Information Privacy Act Lawsuits

Employers that use biometric technology are being targeted in suits filed in Illinois state and federal courts for alleged violations of the Illinois Biometric Information Privacy Act. Read full article…

Connecticut Bars Fluctuating Workweek Method to Calculate Retail Workers’ Overtime Pay

Connecticut Department of Labor regulations prohibit use of the “fluctuating work week” method of calculating overtime pay for retail employees, the Connecticut Supreme Court has held. Read full article…

California Supreme Court Clarifies Discovery under Private Attorneys General Act

Emphasizing the broad right of discovery and the remedial nature of the California Private Attorneys General Act of 2004, the California Supreme Court has ruled that, in pretrial discovery, plaintiffs under PAGA have a right to employer records containing other employees’ names and contact information. Read full article…

©2017 Jackson Lewis P.C. This Update is provided for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between Jackson Lewis and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis.

This Update may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.

Jackson Lewis P.C. represents management exclusively in workplace law and related litigation. Our attorneys are available to assist employers in their compliance efforts and to represent employers in matters before state and federal courts and administrative agencies. For more information, please contact the attorney(s) listed or the Jackson Lewis attorney with whom you regularly work.

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