2 Major Digital Health Trends Driven By COVID-19 By
Megan Baca, Kellie Combs and Christine Moundas Law360 is providing free access to its coronavirus coverage to make sure all members of the legal community have accurate information in this time of uncertainty and change. Use the form below to sign up for any of our weekly newsletters. Signing up for any of our section newsletters will opt you in to the weekly Coronavirus briefing.
Sign up for our Compliance newsletter
You must correct or enter the following before you can sign up:
Email (NOTE: Free email domains not supported)
Primary area of interest
To embed, copy and paste the code into your website or blog:
With a new presidential administration scheduled to take over in just a few short weeks (as well as a revamped Congress), employers nationwide would be wise to anticipate a continued push for federal consumer privacy legislation.
Over the last several years, in the absence of comprehensive legislation at the federal level, we’ve seen a proliferation of state-level regulation of consumer data privacy. Most notable among these has been the California Consumer Privacy Act (CCPA) which, for good or bad, has served as a model for other states considering similar regulation of consumer data.
Key Points:
Numerous new California laws going into effect on January 1, 2021 (or earlier), will impact employers and employees.
The most significant laws include new obligations to report employee pay data, an expansion of protected leave under the California Family Rights Act, additional exemptions to California’s worker classification law and further requirements related to COVID-19 in the workplace.
Employers are reminded to carefully evaluate their policies and practices in order to comply with these new laws as they head into the New Year.
As the New Year approaches, California employers are reminded to review their practices to ensure compliance with numerous new California employment laws that will go into effect January 1, 2021 (or sooner as noted). The following is a summary of those laws.
To embed, copy and paste the code into your website or blog:
While California has been characterized by some of the nation’s most long-standing and aggressive privacy laws, businesses operating in the state have faced uncertainty over the last three years as to what a final omnibus privacy regulation would look like. While the California Consumer Privacy Act (CCPA) passed in 2018, several modifications from the California state legislature, a lengthy rulemaking process undertaken by the Office of the Attorney General, and a looming proposition – Proposition 24, the California Privacy Rights Act (CPRA) – created an environment of reticence on the part of businesses to go “all in” on compliance.
To embed, copy and paste the code into your website or blog:
Arnall Golden Gregory LLP is pleased to provide you with the Compliance News Flash, which includes current news briefs relevant to background screening, immigration and data privacy, for the benefit and interest of our clients as well as employers and consumer reporting agencies generally.
The Department of Homeland Security (DHS) announced in the Federal Register it will extend the validity of Temporary Protected Status (TPS)-related documentation for beneficiaries under the TPS designations for El Salvador, Haiti, Honduras, Nepal, Nicaragua and Sudan. The notice in the Federal Register automatically extends through October 4, 2021 (from January 4, 2021), the validity of Employment Authorization Documents (EADs); Forms I-797; and Forms I-94 for beneficiaries under the TPS designations for these six countries. Click here to read more.