New Ways of Working is a new comparative reference tool developed by International Employment Lawyer,providing information on key employment and compliance topics (such as vaccinations, legislation on remote work and social relations) in 20 countries around the world.
It enables multinational employers to compare different legal systems and their approach to the pandemic and new ways of working that recently developed.
On 5 May 2021, the New York Health and Essential Rights Act (‘NY Hero Act’) was passed, which requires private employers to adopt workplace health and safety measures to protect employees against exposure and infection during a declared airborne disease outbreak.
It ensures hourly wages for California’s garment workers in lieu of piece-rate pay, which often amounts to wages well below the state’s $14 minimum wage.
The new law makes California the first state to require hourly wages for garment workers.
There will be 11.9 million new jobs created from 2020 to 2030 with an overall growth rate of 7.7%, According to the U.S. Bureau of Labor Statistics (BLS)
Renewable energy and healthcare are the sectors with the fastest growing jobs, while the declining jobs are mainly in office and administrative support.
The first two complaints using the RRLM were filed in May of this year. The American Federation of Labour and Congress of Industrial Organizations (AFL-CIO) filed a complaint against Tridonex on 10 May 2021 and the United States Trade Representative filed a complaint against General Motors (GM) on 12 May 2021.
On 10 August 2021, the Tridonex case ended with an agreement between the Company and the US Government.
On 17 August 2021, workers at General Motors plant, after an initial vote in April marred by spoiled ballots, voted to scrap their collective contract under the supervision of independent observers to guarantee a fair vote.
On 29 July 2021, the U.S. Department of Labour announced a final rule to rescind the previous on, “Joint Employer Status under the Fair Labour Standards Act” (FLSA), that took effect in March 2020.
Rescinding that rule on assessing who can be jointly liable as an employer will increase the risk of liability when using independent contractors.
The final rule becomes effective on 28 September 2021.