Many employers today feel pressured to take formal stances on political topics which could impinge on protected categories, such as student protests, abortion access, and Black Lives Matter. Even employers that decline these invitations must effectively manage conflicts between employees over topics such as Israel and Palestine, Russia and Ukraine, or gender-based, religious, or racial implications of opposing political positions, particularly those tied to the upcoming election.
California law requires employers to provide employees written wage statements listing gross and net wages earned, hourly pay rates, hours worked, and other employment-related information. (Lab. Code, § 226.) If a claimant demonstrates that an employer has failed to comply with this requirement, the claimant is entitled to an injunction compelling compliance and an award of costs and reasonable attorney’s fees. (Id., subd. (h).)
In a recent featured article for Aon plc, Hunton Andrews Kurth insurance coverage lawyers Kevin Small and Alice Weeks, along with Aon’s Adam Furmansky, discussed the evolving nature of social engineering claims and the importance of understanding how an insured’s crime policy will respond to these claims.
On May 23, 2024, the European Data Protection Board adopted an Opinion on the use of facial recognition technologies by airport operators and airline companies to streamline the passenger flow at airports.
On May 17, 2024, Colorado became the first U.S. state to enact comprehensive artificial intelligence legislation. This blog entry provides highlights of the key requirements.
