The FTC recently issued a policy statement clarifying that independent contractors and gig workers are protected from antitrust liability when engaging in collective bargaining, along

New York recently enacted the Fashion Workers Act, introducing significant protections for models, influencers, and other fashion professionals. This new law requires model management agencies to

As you know, on July 31, 2024, Governor Healey signed into law An Act Relative to Salary Range Transparency, now Chapter 141 of the Acts of 2024.

The New Jersey Office of the Attorney General and the Division on Civil Rights have issued guidance to clarify how the New Jersey Law Against Discrimination (LAD)

California employers impacted by the recent wildfires should review the state’s “Protection from Wildfire Smoke” standard. Employer responsibilities include the following: 1. Monitor Air Quality: Employers must

OSHA finalized revisions to its personal protective equipment (PPE) standard for the construction industry, at 29 CFR 1926.95(c), to explicitly state that PPE must fit properly.

The U.S. Court of Appeals for the Second Circuit has reinstated New York’s requirement for employers to include a notice in employee handbooks regarding discrimination

Michigan Senate Bill 40, recently passed, extends how long Michiganders can receive unemployment benefits from 20 to 26 weeks. Michigan has been one of only

In Wisconsin, state law protects an employee from workplace discrimination because of an arrest or conviction record under certain circumstances. However, it is not employment

The EEOC has published a fact sheet that identifies some ways the federal equal employment opportunity laws may apply to the use of wearable devices in the

As you know, beginning January 1, 2025, Connecticut’s sick leave law applies to workers of nearly every occupation, not just those in retail and service

Alaska: Alaska’s minimum wage will increase from $11.73 to $11.91 effective January 1st, 2025. This change also affects salaried employees who are exempt from overtime requirements