- Virtual assistants (e.g. ChatGPT) for drafting emails, summarising
Artificial Intelligence at Work: Legal Issues in French Labour Law
Payment of a Bonus in Cryptocurrency: Qui male solvit, bis solvit (or who pays badly pays twice!)
- Regulation of Salary Payments: According to the Employment Code, salaries must be paid in cash, by crossed
Paiement d’un Bonus en Cryptomonnaie : qui paie mal paie deux fois !!
L’idée de rémunérer les salariés en cryptomonnaies, bien que séduisante sur certains aspects, soulève de nombreuses questions juridiques et pratiques qui doivent être considérées attentivement. Sans entrer dans des débats trop techniques, voici quelques points clefs à considérer :
1. Réglementation du paiement des salaires : Selon le Code du travail, le salaire doit être payé
Why compliance-minded employers should review their employee handbooks now
In light of a recent NLRB decision, employers should consider whether employee handbooks and policies are compliant.
WARN Act counting for remote employees
The prevalence of remote working arrangements has led to an increase in new and nuanced legal questions for employers to consider. One of these questions is how employers should count their remote workers when seeking to comply with the Worker Adjustment and Retraining Notification Act (WARN).
Read the entire legal update, “WARN Act counting
Failure to state sexual harassment claim means other claims can be forced to arbitration
The U.S. District Court for the Southern District of New York recently held that, as a matter of first impression, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFAA) does not invalidate a binding arbitration agreement if the plaintiff fails to plead a plausible sexual harassment claim.
See: Yost v. Everyrelam, Inc.
Court of Appeals to decide if nonresident plaintiffs can prevail under NY human rights laws in failure-to-hire cases
Whether a nonresident plaintiff not yet employed in New York City or State satisfies the impact requirement
AI in the workplace: the EEOC and New York City seek to prevent automated discrimination
On January 31, 2023, the U.S. Equal Employment Opportunity Commission (EEOC) held a public hearing entitled “Navigating Employment Discrimination in AI and Automated Systems: A New Civil Rights Frontier”.[1] During the hearing, the EEOC explored the potential benefits and harms associated with artificial intelligence (AI) and other automated
Proposed Revision to Independent Contractor Classification Rules under the FLSA
The U.S. Department of Labor has recently unveiled proposed revisions to Wage and Hour Division regulations regarding employee and independent contractor classification under the Fair Labor Standards Act (FLSA). The stated intention of this change is to be more consistent with judicial precedent and practical implementation.
The proposed change was announced on October 13, 2022
Monitoring and Management Tech is on the NLRB’s Radar
On October 31, 2022 the General Counsel of the National Labor Relations Board released a memo urging the Board to adopt a “new framework” for protecting employees from “intrusive or abusive” forms of electronic monitoring and automated management technologies that interfere with employee rights to self-organize and to engage in collective bargaining under Section 7