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Oct 10, 2024 | 
natlawreview.com | Karen Wentzel |Melissa Legault |Jacob H. Hupart |Jennifer Jeffers
Skip to main content October 10, 2024 Volume XIV, Number 284 Legal Analysis. Expertly Written. Quickly Found.
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Oct 10, 2024 | 
natlawreview.com | Karen Wentzel |Melissa Legault |Jacob H. Hupart |Jennifer Jeffers
The government of Kenya announced a new digital nomad visa for eligible foreign nationals to work remotely from Kenya. Key Points:The digital nomad visa allows individuals who are employed by a company outside of Kenya to work remotely or as a freelancer. Applicants must have a valid passport, proof of employment and accommodations, and a clean criminal record as well as a sufficient minimum annual income of US$55,000 (€50,000).
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Aug 5, 2024 | 
natlawreview.com | Melissa Legault
Skip to main content August 05, 2024 Volume XIV, Number 218 Legal Analysis. Expertly Written. Quickly Found.
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Aug 5, 2024 | 
lexology.com | Melissa Legault
In today’s divisive climate, political speech in the workplace is a topic of increasing relevance and complexity. While workplace discrimination based on race, gender, religion, age, or disability has long been prohibited, discrimination on the basis of an employee’s political affiliations or beliefs is a more nuanced, often overlooked challenge since it is not among the characteristics protected under federal workplace anti-discrimination laws.
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Aug 4, 2024 | 
natlawreview.com | Melissa Legault
On July 1, 2024, California Governor Gavin Newsom signed Assembly Bill 2288 and Senate Bill 92 significantly reforming California’s Private Attorney General Act (“PAGA”). Twenty years ago, PAGA was enacted as a mechanism to allow California employees to collect penalties for Labor Code violations on behalf of the state. Since then, the statute has been weaponized by the plaintiffs’ bar, forcing employers to stare down an ever-increasing number of PAGA lawsuits in the decades since its enactment.
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May 9, 2024 | 
natlawreview.com | Melissa Legault
As California employers know all too well, the state is notorious for its employee-friendly laws that can be difficult to navigate and create administrative and compliance headaches. Even the most diligent employers can find themselves on the wrong end of the law for minor, inadvertent errors, subjecting them to harsh and expensive penalties.
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Oct 27, 2023 | 
mpacorn.com | Karen Wentzel |Melissa Legault
On Oct. 4, Gov. Gavin Newsom signed Senate Bill 616 into law, expanding California’s mandatory paid sick leave from three days (or 24 hours) to five days (or 40 hours). The increase takes effect on Jan. 1. In 2014, California enacted the Healthy Workplaces, Healthy Families Act, providing employees with paid sick leave. Under existing law, eligible employees accrue paid sick days at the rate of one hour per every 30 hours worked, beginning at the commencement of employment.
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Oct 27, 2023 | 
thecamarilloacorn.com | Karen Wentzel |Melissa Legault
40 hours is the new paid sick leave mandate COMMENTARY /// Sick leave By wpeditor | on October 28, 2023 By Karen Wentzel and Melissa LegaultSpecial to the Acorn On Oct. 4, Gov. Gavin Newsom signed Senate Bill 616 into law, expanding California’s mandatory paid sick leave from three days, or 24 hours, to five days, or 40 hours. The increase takes effect Jan. 1.
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Oct 26, 2023 | 
mondaq.com | Karen Wentzel |Melissa Legault
On October 14, 2023, California's active legislative year
came to an end, leaving numerous employment law updates in its
wake. This year, Governor Gavin Newsom has signed novel laws that
create new rights for employees (and requirements for employers)
while also amending some current laws, thereby changing existing
employer obligations. Here, we summarize the laws expected to have
the greatest impact on California employers in 2024.
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Oct 24, 2023 | 
lexblog.com | Karen Wentzel |Melissa Legault
On October 14, 2023, California’s active legislative year came to an end, leaving numerous employment law updates in its wake. This year, Governor Gavin Newsom has signed novel laws that create new rights for employees (and requirements for employers) while also amending some current laws, thereby changing existing employer obligations. Here, we summarize the laws expected to have the greatest impact on California employers in 2024.
