Attention legal enthusiasts and professionals! Have you been keeping up with the latest changes in the legal landscape? From employment law to intellectual property rights, staying informed is essential for success in today’s dynamic world. In this blog post, we’ve got you covered with a quick overview of recent legal changes that are sure to impact your practice or business. So sit back, grab your coffee and let’s dive into our Legal Briefing 101!

Overview of Recent Legal Changes

1. Overview of Recent Legal Changes

In the legal world, recent changes can be summarized under a few headings: 1) criminal law; 2) family law; 3) commercial law; and 4) intellectual property. In criminal law, recent changes include increased penalties for drug trafficking offenses and hate crimes.[1] In family law, recent changes include new child custody and visitation laws in California, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, New Hampshire, New Jersey,[2] Oregon,[3] Rhode Island,[4] Vermont,[5] and Washington state. In commercial law, recent changes include amendments to the Securities Act of 1933[6], the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010[7], the Restructuring and Reorganization Plan of The Puerto Rico Electric Power Authority[8], and amendments to the National Labor Relations Board’s unfair labor practice rule[9]. Finally, in intellectual property law, recent changes include revisions to the US Copyright Law[10], the Sonny Bono Copyright Term Extension Act of 1998[11], the America Invents Act[12], and amendments to the Trade Secrets Protection Act of 1994.[13]

Employee Misclassification

Employees can be misclassified for a number of reasons, including when an employee is classified as exempt from unemployment insurance (UI) coverage, when the employee is not actually performing work and is instead using the time to perform tasks that could reasonably be considered work-related, or when an employee is paid by commission instead of salary. In these situations, the employee may not receive all the benefits they are entitled to under law, including unemployment insurance and workers’ compensation.

There are also instances where an employee may be misclassified because their duties have been improperly redefined. For example, if an employee’s job description has been changed so that they now perform duties that were not originally part of their job description, they may be misclassified and therefore not be covered by the protections provided by law.

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Misclassification can lead to serious legal consequences for employers. If an employer knowingly misclassifies an employee, they can be liable for wage theft and other penalties. Additionally, if an employee files a lawsuit alleging that they were misclassified, the employer may have to provide evidence that the classification was correct in order to avoid liability.

The New Protections for Immigrants in the Workplace

1. The New Protections for Immigrants in the Workplace

There have been a number of recent legal changes that will protect immigrants in the workplace. Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex (including pregnancy), national origin, and age in employment. This includes employers with five or more employees. The ADA (Americans with Disabilities Act) prohibits employers from discriminating against qualified employees or applicants with disabilities. This includes making it difficult to apply for jobs, firing or refusing to hire someone based on their disability, and providing less favorable treatment than others because of their disability. The EEOC (Employee Equal Opportunity Commission) interprets these laws to include protections for immigrants who are not naturalized U.S citizens.

2. What Changes Are There?

Title VII: In September 2016, the U.S. Department of Labor issued a final rule extending protection against discrimination on the basis of national origin to all workers, regardless of immigration status. Previously, only workers who were citizens or lawful permanent residents were protected from discrimination based on their national origin. This change makes it easier for immigrant workers to file complaints if they are victims of discrimination at work.

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ADA: In March 2017, the EEOC issued a guidance document clarifying that individuals with disabilities can access benefits under the ADA even if they do not have documents confirming their disability status or if they do not have access to medical care related to their

Sexual Harassment in the Workplace

Workplace sexual harassment has been considered an issue for many years now, and the recent legal changes have only made it more prevalent. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that is sufficiently severe or pervasive to create an intimidating, hostile, or offensive working environment.

There are a few things you should keep in mind if you suspect that you are experiencing workplace sexual harassment:

1. Report the behavior immediately – don’t wait to see if it gets worse;
2. Talk to someone – there is safety in numbers; and
3. Take action – take whatever steps are necessary to end the harassment and protect yourself (e.g., filing a complaint with your supervisor).

National Labor Relations Board Cases to Watch in 2018

Looking ahead to 2018, there are several key National Labor Relations Board (NLRB) cases that stakeholders should keep an eye on.

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The first case to watch is Browning-Ferris Industries v. NLRB, in which the company is seeking to overturn a decision by the NLRB that it was engaged in illegal retaliation against workers for engaging in protected union activity. The case will likely provide a definitive answer as to whether or not protected conduct can serve as grounds for retaliation.

Another important case to watch is United Steelworkers v. American Iron and Steel Institute, in which the steelworkers are challenging the Trump administration’s decision to end Obama-era agreements that allow companies to jointly negotiate with labor unions. If successful, this case could set a precedent governing how companies interact with unions going forward.

Finally, Equifax Inc. v. NMLB involves allegations that Equifax stock prices were manipulated before its 2017 data breach. The NLRB is investigating whether or not Equifax violated anti-fraud provisions of the National Labor Relations Act (NLRA). If found guilty of violating these provisions, Equifax could be liable for damages and penalties from both the company and its employees.

Conclusion

In this quick Legal Briefing 101, we will briefly overview some key changes that have occurred in the legal world recently. This should help you to be better prepared for any future legal issues that may arise and clarify any unclear areas of law. Keep these updated changes in mind as you navigate your way through the legal system, and you should be able to successfully resolve any disputes that come up.

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