In June 2025, the Pittsburgh City Council approved an ordinance that amends the Pittsburgh Paid Sick Days Act (“PSDA”) to significantly increase the number of hours of paid sick leave employers must provide to eligible employees annually and increase the rate at which paid sick leave is accrued. The PSDA applies to most employers who
Philadelphia Employers Face New Requirements Under the POWER Act
The City of Philadelphia recently enacted the Protect Our Workers, Enforce Rights Act (“POWER Act”), which imposes a variety of new requirements for most employers operating within the City limits. The POWER Act extends additional protections for workers in several areas, including paid sick leave, wage theft protections for misclassified independent contractors and immigrant workers,
The Department of Homeland Security Puts Employees (and Employers) on Notice – Some Workers Are Expected to Lose Authorization to Work in the United States
On March 25, the Department of Homeland Security announced its intent to terminate the Cuba, Haiti, Nicaragua, and Venezuela parole program in 30 days (April 24). The Biden-era CHNV program granted certain individuals from Cuba, Haiti, Nicaragua, and Venezuela lawful, non-citizen status allowing them to be present in the US for designated terms. Many
Employers’ Game Plan for Managing March Madness at Work
As winter turns to spring, the NCAA men’s and women’s college basketball tournaments are in full swing. March Madness is often viewed as an excellent way to build team spirit in the workplace — a little friendly competition never hurts anyone … right?
Impact on Workplace Productivity
There is a stigma that March Madness detrimentally
Pennsylvania Imposes New Limitations on Health Care Noncompetes
On July 17, 2024, Pennsylvania passed a new law concerning noncompete agreements within the healthcare industry, which is known as the Fair Contracting for Health Care Practitioners Act (the “Act”). The Act will take effect on January 1, 2025, and brings significant changes impacting how noncompete agreements can be used and enforced within healthcare industry.
NLRB Orders Employers Must Prove the Need for Personal Conduct Rules
On August 2, 2023, the National Labor Relations Board reversed precedent on the issue of work rules that proscribe employee personal conduct. In Stericycle, the Board reversed and remanded an ALJ’s decision that found the employer violated Section 8(a)(1) by maintaining work rules addressing personal conduct, conflict of interest, and confidentiality of harassment complaints.
Navigating the Future: Understanding the EEOC’s Latest Guidance on AI in Employment
This post was co-authored by Christian M. Wolgemuth, an attorney in McNees’ Privacy & Data Security and Litigation practice groups.
In our rapidly evolving technological landscape, the use of artificial intelligence (AI) has become more prevalent, touching virtually every aspect of our lives. From smart assistants that streamline our tasks to advanced data analytics that
New I-9 Form and Updated Compliance
Most of our readers are aware of the fact that the COVID era policy which allowed employers to remotely examine documentation provided by employees for completing the form I-9 ended as of July 31, 2023. All employers will now have until August 30, 2023 to physically examine the I-9 documentation presented by the employees who
More on Workplace Surveillance
Our blog post on Nanny Cams in the workplace turned out to be one of our most popular posts (makes us wonder what people are putting in the search bar?). So, we thought we would follow up with some more information for employers about surveillance in the workplace.
Employers with unionized workforces will need to
Tesla Violates Federal Labor Law with “Work Shirts” Rule
The National Labor Relations Board has held that Telsa must allow employees to wear shirts with a union insignia while on the job. The decision is certainly a learning opportunity for employers and a strong signal of the approach to these issues likely to be taken by the Biden Board. Let’s look at the facts.