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Retail Industry Workplace Law Update – Winter 2019

By Mark S. Askanas
  • January 2, 2019

Class Action Trends Report

The latest issue of our quarterly report on developments in class action litigation focuses on “joint employers” and covers the following topics:

  • Are you my employer?
  • A patchwork of tests
  • Only in California
  • Prevention pointer

Read the Report …

OSHA: Certain Safety Incentive Programs, Post-Accident Drug Tests Permissible

Most safety incentive programs and post-incident drug testing policies will not be considered retaliatory and unlawful under a new Standard Interpretation from the Occupational Safety and Health Administration. Read full article …

2019 Minimum Wage Rate Increases: The List Grows

While the federal minimum wage has remained stalled at $7.25 an hour since 2009, there has been significant movement at the state level, with some states enacting a minimum wage rate that is more than double the federal level. Read full article …

Oregon Implements Expansive Equal Pay Act

A majority of the provisions of Oregon’s Equal Pay Act became effective on January 1, 2019. The Act’s ban on salary history inquiries went into effect in October 2017. Beginning 2019, the Bureau of Labor and Industries (BOLI) will enforce the Act, including the inquiry ban. Read full article …

New York Issues Revised Proposed ‘Predictive Scheduling’ Regulations

The New York State Department of Labor has issued sweeping proposed regulations addressing worker scheduling practices that will affect most employers in the state. Read full article …

Philadelphia Enacts Broad Scheduling Regulations

The Philadelphia Fair Workweek Employment Standards Ordinance, intended to regulate scheduling practices for the employers in the city in the hospitality, retail, and food services industries, will become effective on January 1, 2020. Read full article …

©2019 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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