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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 material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

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