Mexican President Andrés Manuel López Obrador announced on October 27, 2020 that he would send a bill to Congress to eliminate outsourcing (third party employers). On November 12, 2020, he signed the bill to be sent to Congress in his morning press conference.
Federal immigration officials announced on November 18 that the relaxed rules for completing I-9 forms has been extended until December 31, 2020. Officials also recently issued guidance that should further help employers navigate these unprecedented times. What do employers need to know about these developments?
The Supreme Court of Canada recently awarded damages to a senior level executive in an amount equal to the bonus he would have earned had he continued working through to the end of his common law reasonable notice period.
The UK government recently announced a new Job Support Scheme, which will replace the UK Coronavirus Job Retention Scheme (the “Furlough Scheme”) upon its expiration on October 31, 2020. The Furlough Scheme has been in place since March 2020 to help employers cover up to 80% of the wages for employees who would otherwise have been laid off, up to a maximum of £2,500 per month.
With students across the country returning to remote or socially distanced schooling, many things are looking very different in 2020 – and immigration is no exception. Earlier this year, employers and visa-dependent employees eagerly awaited the first iteration of a pre-filing H-1B cap registration process. Rather than the usual process of submitting a full H-1B petition during the first week of April, the new registration process allowed employers to register their H-1B cap beneficiaries online with a $10 registration fee per employee. U.S. Citizenship & Immigration Services (USCIS) conducted a random lottery in late March and notified the lucky employers of their registration selections. These employers could then file H-1B cap petitions with USCIS between April and June.
A UK employment tribunal has decisively expanded years of ambiguity surrounding the definition of “gender-reassignment” in the Equality Act to include non-binary gender identities.
After months of closed borders, China is beginning to reopen to certain travelers from Europe. While recreational travel is still prohibited, some European employers may now be able to send their people to China. Read on for a summary of what employers and travelers need to know about China’s reopening.
Because of the prolonged COVID-related travel restrictions, an increasing number of employers are receiving requests from their employees to work remotely, sometimes from another state or even another country. It is not just a question of whether an employee’s work can be performed remotely. Before saying “yes,” an employer must consider the legal and tax implications of such an arrangement. This article outlines issues employers should consider when an employee is expected to temporarily work from another state or a foreign country.
In a landmark ruling, a Beijing court ruled in favor of a transgender employee against her employer, a Chinese e-commerce company, interpreting China’s anti-discrimination laws to include protection based on sexual orientation and gender expression. This is the first time that a transgender employee has won a job discrimination case in China, paving the way for more similar cases to be brought in the future.
In the midst of the COVID-19 pandemic, the Trump administration continues to install stringent measures that will impact employers hiring foreign national temporary workers.