Individuals now have five years to initiate claims after the Illinois Supreme Court expanded the BIPA stakes by ruling that the Illinois Biometric Privacy Act is not subject to Illinois’ one-year statute of limitations for privacy claims in Tims v. Black Horse Carriers, Inc., 2023 IL 127801, issued February 2, 2023.
Shortly after beginning his second term, Governor J.B. Pritzker signed the Paid Leave for All Workers Act (“PLAW”), adding Illinois to a still small but growing list of states which require employers to offer paid leave to their employees. Beginning in January 2024, Illinois employers will be required to provide employees with 40 hours of paid leave per 12-month period which can be used for any reason, and with little notice and no documentation. Importantly, however, employers who either: (a) have paid leave policies that satisfy the minimum amount of leave required by PLAW; or (b) are subject to a local ordinance requiring any type of paid leave, are not required to modify their policies. Read on for what employers need to know at this time.
Last week, the Federal Trade Commission (“FTC”) released a Notice of Proposed Rulemaking (the “Proposed Rule”) proposing a rule that would ban “non-compete” agreements. Finding that non-compete clauses reduce competition, wages, and innovation, and relying on its authority to eliminate unfair methods of competition, the FTC proposed a nationwide prohibition on any U.S. employer entering into, attempting to enter into, or maintaining any non-compete agreements with any workers. Employers should take note of the following key details:
The California State Legislature recently passed a series of new employment laws that will impact employers beginning January 1, 2023, or in the near future. Three of the most significant new laws concern wage transparency, off-duty cannabis use, and the creation of a civilian law making council for the fast-food industry. These new laws and their implications for employers are summarized below.
Some of the changes imposed by the 2022 amendments to Colorado’s noncompete statute (C.R.S. §8-2-113) are clear and unambiguous. The amendments eliminated the former exception for management employees, imposed salary thresholds for noncompetition and customer-nonsolicitation covenants (collectively, “Covenants”), and added a requirement of written notice.
But many questions remain. Here are ten of the most frequently asked questions, along with some possible answers based on educated guesses:
New York State Employers