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Retail Industry Workplace Law Update - Summer 2017

By Mark S. Askanas
  • July 6, 2017

U.S. Supreme Court: Plaintiffs May Not Voluntarily Dismiss Case to Appeal Class Certification Decision

Curbing a litigation tactic used by class action plaintiffs, U.S. Supreme Court has ruled that such plaintiffs may not voluntarily dismiss their claims upon receiving an adverse class certification decision and subsequently invoke 28 U.S.C. § 1291, the general rule that appeals can be taken only from a final judgment, to appeal the decision as a matter of right. Read full article…

California Supreme Court Clarifies ‘Day of Rest’ Provisions

Retail employers in California now have more flexibility and can schedule employees with more confidence following the high court decision. Read full article…

New York City Mayor Signs Major Workplace Reforms for Fast Food & Retail Workers

Mayor Bill de Blasio signed the New York City Council’s five-bill Fair Work Week legislative package, intended to reform scheduling and workplace practices for fast food and retail workers in New York City. Read full article…

Nevada: Make Room on Your Bulletin Board for Pregnant Workers’ Fairness Act Notice

Nevada retail employers must post a notice on the Nevada Pregnant Workers’ Fairness Act. Read full article…

Minneapolis and Saint Paul Sick and Safe Leave Ordinances Effective July 1

The Minneapolis Sick and Safe Leave Ordinance and the Saint Paul Earned Sick and Safe Time Ordinance went into effect on July 1, 2017. Read full article…

New Puerto Rico Labor Department Religious Accommodation Regulations Effective

The Puerto Rico Employment Law Reform introduced a local requirement to accommodate an employee’s observance of religious practices or beliefs. 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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