Employment Law & Compliance Highlights from the Law Offices of Paul P. Cheng Esq
– NEW UPDATES –
FEDERAL
Department of Labor’s PUMP Act Guidance: Ensuring Compliance for Restaurant and Retail Businesses
The Department of Labor (DOL) has released comprehensive guidance tailored to the restaurant and retail sectors to aid employers in adhering to the extension of protections for nursing employees mandated by the Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act. This initiative, enacted on Dec. 29, 2022, is aimed at bolstering support for nursing mothers in the workplace. The guidance comprises a recorded webinar, presentation slides, and FAQs, all crafted to provide clarity and assistance to employers navigating these new obligations.
Industry-Specific Examples and Insights
The latest guidance includes industry-specific examples pertinent to restaurant and retail businesses. For instance, it elucidates scenarios such as the entitlement of an exempt area manager overseeing a multi-state chain to break and space protections for a year following the birth of their child. This tailored guidance aims to address the unique challenges and circumstances encountered within these sectors.
Additional Resources and Accessibility
Moreover, the DOL’s website offers specialized guidance for other industries such as agriculture, care, and transportation. Additionally, general guidance applicable to all employers is provided in multiple languages, ensuring accessibility and inclusivity in compliance efforts.
Through these initiatives, the DOL seeks to facilitate a smoother transition for employers in implementing the provisions of the PUMP Act, ultimately fostering a more supportive and accommodating workplace environment for nursing mothers across various sectors.
CALIFORNIA
Federal Court Issues Permanent Injunction Against California’s Mandatory Arbitration Law
A federal district court has issued a permanent injunction blocking California from enforcing its law prohibiting mandatory arbitration agreements as a condition of employment, known as AB 51. The court ruled that AB 51 is preempted by the Federal Arbitration Act (FAA). This decision upholds a preliminary injunction previously affirmed by the U.S. Court of Appeals, effectively nullifying AB 51’s provisions as of Feb. 15, 2023. It’s advised to consult with legal counsel for all contractual matters.
This newsletter shares information on legislative and regulatory developments that may affect your business. Consultation with your Human Resources Professional, and in some cases legal counsel, is recommended to address any questions or concerns you may have that are related to these developments. As always, it is your obligation as the employer to ensure your compliance with applicable laws and regulations.. Please contact our team at (888) 356-4937 or info@pprclaw.com with any questions regarding state-specific guidance or application to your workplace.