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I would highly recommend Chris and Redmans Solicitors. Very efficient and professional service from my first phone call making an enquiry. Timescales of the matter in hand were met and within the agreed budget.
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Would highly recommend Redmans. Really very good service, always available to answer questions, provide my with any information I needed to make informed decisions. Want to talk to an expert employment law solicitor? You'll receive a callback from a specialist within an hour. Employment law stories in the news — About Redmans Employment Team deal with employment matters for both employers and employees, including drafting employment contracts and policies, advising employers and employees on compromise agreements, handling day-to-day HR issues, advising on restructures, and handling Employment Tribunal cases for both employers and employees Call to speak to one of the members of our employment team or email us on enquiries redmans.
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Through Redmana I obtained match more than what I thought. The solicitor I used was Chris Hadrill, who I found extremely professional and I felt that he made me feel at ease, considering the subject matter he was assisting me with. Chris provided excellent assistance with the negotiation of my settlement agreement.
From start to finish, I was consitently updated and advised on the best course of action to take. I would highly recommend Chris and Redmans Solicitors. Very efficient and professional service from my first phone call making an enquiry. Timescales of the matter in hand were met and within the agreed budget. Would highly recommend Redmans. Really very good service, always available to answer questions, provide my with any information I needed to make informed decisions.
Want to talk to an expert employment law solicitor? You'll receive a callback from a specialist within an hour. AB enacted provisions that require the state Attorney General to inspect the activities of federal immigration agents. For employers, the most significant legislation at issue is AB , which, among other things, prohibits California employers from granting voluntary access to immigration authorities without a warrant, and requires employers to provide certain notices to employees before and after immigration enforcement activity at the workplace.
The federal lawsuit seeks to invalidate these new laws, and asks the federal court to grant an injunction preventing their enforcement while the litigation is pending read more here.
On March 6, the case of United States v. Microsoft , raised the issue of whether the United States may issue a search warrant to a U.
Employment Law Stories
At the heart of the case is a ruling in favor of Microsoft and other tech companies by the 2nd Circuit limiting the geographic reach of the Stored Communications Act to data stored in the United States read more here. Specifically, the court ruled that when calculating overtime in pay periods in which an employee earns a flat rate bonus, employers must divide the total compensation earned in a pay period by only the non-overtime hours worked by an employee.
The decision in Alvarado v. Dart Container Corporation of California formally breaks from the federal manner of calculating overtime which allows for dividing total compensation by total hours worked to compute overtime pay. All California employers who pay such bonuses must now review their policies and pay practices to ensure compliance with this decision read more here. The guidance, issued on March 1, is intended to help employers to comply with the new law.
Unfortunately, employers are likely to find that the guidance raises as many questions as it answers. This case involves a former GrubHub driver named Raef Lawson who claimed that he should have been classified as an employee for the online food-delivery service instead of an independent contractor. Interestingly, besides appealing the finding that Lawson was an independent contractor, the attorneys are also appealing the order from July that blocked him from proceeding with his claim as a class action lawsuit read more here.
The final regulation, effective July 1, , will require each covered employer is required to establish and maintain a written musculoskeletal injury prevention program MIPP that addresses hazards specific to housekeeping. The standard specifies that the MIPP may be incorporated into an existing injury and illness prevention program IIPP or maintained as a separate program, and must be readily accessible each work shift to employees including electronic access read more here. The legislation comes on the heels of the MeToo movement and mirrors much of what Governor Cuomo proposed in his January State of the State Address, including a ban on confidential settlements and mandatory arbitration clauses.
If ultimately enacted into law, the legislation will significantly impact both public and private employers in New York. Next up, the bill will be delivered to the Democratic-controlled Assembly. Should the bill pass muster at the Assembly, it will move to Governor Cuomo, who will either sign it into law or veto it.