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Gibney Anthony & Flaherty, LLP

H-1B Cap Alternatives: Visa Options for the Healthcare Industry and Biotechnology Companies

Gibney Anthony & Flaherty, LLP on

The H-1B visa is among the most popular working visas in the U.S. for individuals filling professional (degree-requiring) positions.  Most H-1B visas are subject to an annual quota or “cap.”  These are often referred to as...more

Sheppard Mullin Richter & Hampton LLP

The Department of Fair Employment and Housing Ramps Up Enforcement of California’s “Ban-the-Box” Law

Sheppard Mullin Richter & Hampton LLP on

The California Department of Fair Employment and Housing (“DFEH”) recently announced a new effort to identify and correct violations of the Fair Chance Act. The Fair Chance Act, which was enacted in January 2018 and is...more

Weintraub Tobin

Are You Asking Applicants When They Can’t Work? If So, You May Be Violating FEHA

Weintraub Tobin on

While employers were busy dealing with a multitude of issues during the peak of the Covid-19 pandemic in the Spring of 2020, the California Department of Fair Employment and Housing (“DFEH”) quietly issued some amended...more

Bricker Graydon LLP

Application deadline for BWC group-rating programs is fast approaching

Bricker Graydon LLP on

The Bureau of Workers’ Compensation (BWC) announced that private employers that are interested in the Deductible, Individual-Retrospective-Rating or One Claim programs must file an application by January 31, 2020, for the...more

Fisher Phillips

Your Most Important Employment Documents

Fisher Phillips on

Employment litigation can be expensive and time consuming. Success or failure in defending your company can turn on either the law or the facts. You can’t do too much to change the law that applies to any given case. But...more

Proskauer - Law and the Workplace

NJ Supreme Court to Rule on SOL Waiver

Proskauer - Law and the Workplace on

Last week, the New Jersey Supreme Court agreed to address whether to uphold a provision in a job application that limited the time in which an employee could sue the company to no more than 6 months after an alleged adverse...more

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