Blog Post
09/19/2022
By Ruth A. Rauls and Sondra Saporta

On September 9, 2022, the New Jersey Cannabis Regulatory Commission (the “Commission”) issued guidance for employers on how to evaluate suspected cannabis impairment in the workplace.  Although the guidance leaves some questions unanswered, it should provide some comfort to employers operating in an uncertain legal landscape. 

Background

Blog Post
08/24/2022
By Hector Galeano

On August 19, 2022, U.S. Immigration and Customs Enforcement (ICE) announced that it would be creating a rule with possible alternatives to the document review process of Section 2 documents for Form I-9, Employment Eligibility Verification.[1] The proposed rule would allow the Secretary of Homeland Security to extend COVID-19 pandemic-related flexibilities, provide alternative options for document review, or to develop a pilot program to evaluate alternative procedures.

Blog Post
08/01/2022
By Henry A. Platt

For the second time in a two-year span, the D.C. City Council voted in favor of largely banning non-compete agreements within the District. As we wrote in May 2021, the D.C. City Council initially passed the Ban on Non-Compete Agreements Amendment Act of 2020 (the “Act”), which would have imposed blanket bans on non-compete agreements for employees working in D.C. without a cap on income and without a carve out for employees who would moonlight for a competitor company while still employed for their primary employer. Shortly after it passed, however, the D.C. Council delayed implementation of the Act until April 2022, then again until October 2022 after considerable push back from the D.C. business community.

Blog Post
07/19/2022
By Robert L. Duston and Lauren F. Schoeberl

This is a summer when many employees (and employers) may be done with COVID-19, but the virus is not done with us. While government mandates have virtually disappeared, the expected surge of omicron variants during 2022, and the resulting increase in absenteeism due to illness and quarantine policies, may prompt employers to look at re-instituting COVID-19 precautions and procedures. The Equal Employment and Opportunity Commission (“EEOC”) recently released updated guidance on a number of issues.

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