On August 1, 2013, Brazil enacted Law 12.846, a new anti-corruption law that establishes a comprehensive system of corporate and individual liability for acts of corruption against Brazilian and foreign public officials or governmental bodies. The new anti-bribery law becomes effective on January 28, 2014. Companies conducting direct or indirect activities in Brazil - whether through an employee, independent contractor, subsidiary, or as part of a supply chain - should pay special attention to the contours of this law, the severe penalties for violations, and recommended steps to ensure full compliance. For more information on the key provisions of this new law, please see Littler's ASAP, Brazil's New Anti-Corruption Law: What Every Multinational Employer Should Know, by Juan Carlos Varela, Geida D. Sanlate, and Daniela Sedes.
En Conformidad Con Criterios a la Ley Federal del Trabajo, Los Patrones Deben Implementar Programas de Capacitación, Adiestramiento y Productividad para los Empleados o, de lo Contrario, Correr el Riesgo de Ser Multados
El 14 de junio de 2013, la secretaría del Trabajo y Previsión Social de México ("STPS") publicó los criterios que describen la obligación de los empleadores a desarrollar e implementar programas de capacitación y adiestramiento que fomenten la productividad en los centros de trabajo. Los patrones tendrán un plazo de tres meses, el cual vencerá el 15 de septiembre de 2013, para cumplir con las disposiciones antes mencionadas, de lo contrario se harán acreedores a una multa. Derivado de las multas por incumplimiento, los patrones deberán inmediatamente implementar los cambios que en los criterios de capacitación, adiestramiento y productividad se establecen, para cumplir con la legislación laboral. Para más información sobre las disposiciones claves de los criterios, continúe leyendo aquí.
On June 14, 2013, Mexico's Department of Labor and Social Welfare ("STPS") published final rules outlining an employer's obligation to develop and implement detailed employee training programs that will foster productivity. Pursuant to these rules, covered employers have a three-month window, until September 15, 2013, to come into full compliance with the law. Given the penalties for noncompliance, employers should immediately implement changes to their practices to comply fully with the law. For information on the final rules concerning the required employee training programs, continue reading here.
Alerta a los Empleadores Venezolanos: Nuevo Reglamento Establece Requisitos Adicionales a la Jornada Laboral y Días de Descanso
Bills Would Expand Pregnancy, Nursing Workplace Rights
This week members of the House and Senate introduced legislation designed to improve protections for pregnant and nursing employees. On Tuesday lawmakers reintroduced the Pregnant Workers Fairness Act (H.R. 1975, S. 942), a bill that would require employers to make reasonable accommodations for pregnant employees and job applicants as well as those with limitations related to childbirth. Read the full post here. (May 17)
EEOC Updates Disability Guidance Documents
Pursuant to the agency's Strategic Plan, the Equal Employment Opportunity Commission has revised and updated four disability guidance documents. Among other goals outlined in the Strategic Plan is to ensure the EEOC "provides up-to-date guidance on the requirements of antidiscrimination laws." To that end, the agency has made available revised question and answer documents on how the Americans with Disabilities Act applies to applicants and employees with cancer, diabetes, epilepsy, and intellectual disabilities. Read the full post here. (May 17)
D.C. Circuit Invalidates NLRB's Posting Rule
The U.S Court of Appeals for the D.C. Circuit recently struck down the National Labor Relations Board's August 2011 Notice Posting Rule, which would have required employers to conspicuously display a notice informing employees of their rights under the National Labor Relations Act. In National Association of Manufacturers, et al. v. NLRB, the court invalidated the rule because it found all three of the rule's enforcement mechanisms unlawful. A majority of the court also found that the rule exceeded the Board's rulemaking authority as delegated by Congress. Read the full post here. (May 8)
Image credit: JuDesigns
OSHA Sets Sights on Temporary Workers
The Occupational Safety and Health Administration has directed its Compliance Safety and Health Officers to take additional steps during inspections to determine whether employers are adequately protecting temporary workers. OSHA will consider "temporary workers" to include those who "work under a host employer/staffing agency employment structure." Pursuant to a memo issued to OSHA regional administrators, CSHOs are directed to collect information on whether temporary workers have been trained or exposed to health and safety hazards. Read the full post here. (May 1)
EEOC to Discuss Legality of Employee Wellness Programs
The Equal Employment Opportunity Commission intends to hold a public meeting next week to address the interplay between employee wellness programs and various federal equal employment opportunity laws. Several panelists will discuss how implementing wellness programs could raise issues under the Americans with Disabilities Act (ADA), the Genetic Information Nondiscrimination Act (GINA), and other EEOC-enforced statutes.Read the full post here. (May 1)
Jenny Yang Confirmed as New EEOC Member
On April 25, 2013, the Senate confirmed Jenny R. Yang to be a Member of the Equal Employment Opportunity Commission to fill the open Democratic seat. Her term will expire on July 1, 2007. Read the full post here. (April 29)
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House of Representatives Passes Preventing Greater Uncertainty in Labor-Management Relations Act
On Friday the House of Representatives narrowly passed the Preventing Greater Uncertainty in Labor-Management Relations Act (H.R. 1120) by a vote of 219-209. The measure was approved largely along party lines, although 10 Republican members did vote against it. This bill would limit National Labor Relations Board activities until at least three members are confirmed by the Senate, President Obama's recess appointees' terms expire, or until the U.S. Supreme Court weighs in on the legitimacy of the recess appointments. Read the full post here. (April 20)
House Subcommittee Considers Comp Time Bill
Just days after it was introduced, the Working Families Flexibility Act (H.R. 1406) was debated during a House subcommittee hearing on Thursday. Introduced by Rep. Martha Roby (R-AL), this bill would amend the Fair Labor Standards Act (FLSA) to permit private-sector employees to opt for paid time off ("comp time") at a rate of at least one-and-one-half hours of compensatory time per hour of overtime pay earned. Read the full post here. (April 11)
El 17 de abril de 2013, los nuevos Lineamientos del Aviso de Privacidad en México entrarán en vigor, con la imposición de requisitos extensos para la adecuada elaboración del Aviso de Privacidad y para la obtención del consentimiento del titular previamente a que los datos personales se recaben directamente de una persona o en forma electrónica a través de "cookies", "web beacons" u otros medios automatizados. Las Lineamientos son obligatorios y particularmente importantes para los empleadores que obtienen, procesan y/o transfieren datos personales de los empleados o candidatos, así como para las empresas que operan o hacen uso de publicidad en México que utilizan medios tecnológicos que permiten la obtención automática de datos personales en el Internet. Para obtener más información acerca de los nuevos Lineamientos del Aviso de Privacidad en México, continúe leyendo la nota de Actualidad Laboral de Littler, Nuevos Lineamientos del Aviso de Privacidad en México Requieren de una Acción Inmediata, escrito por Javiera Medina Reza y Eduardo Osornio García.