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The California Office of Administrative Law recently approved the Civil Rights Council’s amendments to regulations in the Fair Employment and Housing Act (“FEHA”) that govern employer...
On December 1, 2022, the US Department of Commerce (Commerce) published its preliminary determination in the circumvention investigation into whether imports of crystalline silicon photovoltaic (CSPV) cells...
Ενα ακόμη βήμα για την εξυγίανση της Folli Follie Στην υπό όρους έγκριση της συμφωνίας εξυγίανσης από το Πολυμελές Πρωτοδικείο Αθηνών επανέρχεται η Folli Follie με την ανακοίνωσή της για την σημερινή συζήτηση ενώπιον του Πτωχευτικού Δικαστηρίου της αίτησης για τον διορισμό ειδικού εντολοδόχου. Υπενθυμίζει ότι το Πτωχευτικό Δικαστήρι...
Wednesday, April 14, 2021 Illinois lawmakers recently amended the Illinois Human Rights Act to include new rules on how employers may consider criminal convictions in making employment decisions. With this amendment, no Illinois employer may take adverse action in hiring or firing (or anything in between) based upon an applicant's or employee's conviction record unless the employer can show that: There is a "substantial relationship" between the criminal offense and the employment sought or held; or Employment of the individual would involve an unreasonable risk to property or to ...
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