Have you updated your policies for 2024 yet? If not, chances are you are violating the law. Here are some recent changes all employers should consider: NLRA DISCLAIMERS. The National Labor Relations Board (NLRB) was busy...more
It is that time of year again, when the Rhode Island legislature ends its session and passes a number of laws that affect businesses with Rhode Island based employees. 2023 was no different. Following is a short summary of...more
7/21/2023
/ Employer Liability Issues ,
Employment Contract ,
Employment Policies ,
Hiring & Firing ,
Holidays ,
Independent Contractors ,
Misclassification ,
New Legislation ,
Non-Disclosure Agreement ,
Private Right of Action ,
Rhode Island ,
State Labor Laws ,
Wage and Hour ,
Wage Theft
Pursuant to the new law legalizing recreational marijuana in Rhode Island, private employers are now prohibited from firing or taking other disciplinary action against an employee for recreational marijuana use outside the...more
Governor Baker has signed a mandatory emergency paid sick leave law (“EPSL”) requiring that every Massachusetts employer provide up to 40 hours of paid leave to employees for certain reasons relating to COVID-19. The payment...more
Last week, the United States Center for Disease Control and Prevention (“CDC”) issued Interim Guidance for businesses and employers to plan and respond to the Coronavirus Disease 2019 (official name “COVID-19”). The Interim...more
As has been widely rumored, the Commonwealth has decided to delay the July 1 implementation of the Massachusetts paid family and medical leave law (“PFML”). A joint statement by Massachusetts Governor, Charlie Baker, Senate...more
The Massachusetts Pregnant Workers Fairness Act (the "Act") goes into effect on Sunday, April 1st, 2018. The Act, which applies to all Massachusetts employers with six or more employees, requires employers to provide pregnant...more
On May 23rd, the Rhode Island Superior Court ruled that a local company is guilty of discriminating against a prospective employee for refusing to hire the employee because the employee actively used medical marijuana...more