The Volkswagen de México company, located in Puebla, is close to complying with the wage criteria established in the United States-Mexico-Canada trade Agreement (USMCA). The legal representative of the Volkswagen Independent Union of Automotive Industry Workers (Sitiavw), Arturo Blázquez Guevara, acknowledged that during the course of this year’s negotiations with the employer to reach a […]
Federal Deposit Insurance Corporation (FDIC) changes to its interpretation of Section 19 of the Federal Deposit Insurance Act will affect the hiring practices and affirmative action obligations of the financial institutions it regulates.
The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against an employee or a job applicant based on membership in protected classes. The agency has the authority to investigate charges of discrimination against employers, including manufacturers, who are covered by the law. Most employers with at least 15 employees are covered (20 employees in age discrimination cases).
The USCIS is in the process of entering a Consent Order to produce, on a specific schedule, Employment Authorization Document (EAD) cards for those 75,000 foreign nationals who have approved employment authorization applications but have been waiting for inordinate amounts of time for the cards themselves. Without the cards, these foreign nationals have not been able to complete the Form I-9 employment verification process and unable to work. In the meantime, so they are not kept waiting any longer, the USCIS has agreed to some interim relief.
The U.S. Equal Employment Opportunity Commission (EEOC) issued two technical assistance documents on August 5, 2020, addressing accommodation issues under the Americans with Disabilities Act (ADA) for employees who use opioid medications or may be addicted to opioids. They provide employers insight into how the EEOC envisions information exchange and accommodation efforts.
The National Senate recently approved the Legal Regime of Teleworking Contract (“Teleworking Law”), which already had the approval of the Chamber of Deputies, thus acquiring the approval of both Chambers. We cannot rule out that the law could be modified at the time of its enactment by the Executive, or even substantially modified through regulation or collective bargaining. The following is a brief summary of the most relevant aspects regulated by the new Teleworking Law.
After some back and forth, Brazil has seen relevant legislative developments over the last days regarding the effectiveness of the Brazilian General Data Protection Law and the definition of the structure and regulatory framework of the National Data Protection Authority.
On 4 August 2020, the Brazilian Federal Supreme Court (“STF”) ruled that no social security contributions should be paid by employers on top of maternity leave allowance (“maternity salary”). The decision emphasizes that the maternity salary does not have salary nature and corresponds to a social security benefit granted when the employee is on maternity leave, hence, not working.
An employment tribunal ruled that CitySprint couriers were workers, even after a change in their contractual terms, and therefore entitled to receive holiday pay.
The Employment Appeal Tribunal (EAT) ruled that a dismissal for “some other substantial reason”, when the employer had not followed any procedure, was not unfair.