The U.S. Supreme Court recently ruled that a mandatory job transfer might be considered an “adverse employment action” under federal anti-discrimination law. Following this decision, which creates a lesser standard for employees bringing discrimination claims, employers can expect more HR and legal involvement in job transfers so as to not run afoul of Title VII of the Civil Rights Act of 1964.

In an expected but still potentially paradigm-shifting move for employers, the Federal Trade Commission (FTC) has issued a “Final Rule” banning most noncompete agreements nationwide.

The U.S. Department of Energy recently released the first federal blueprint to decarbonize the building sector, which accounts for over a third of the nation’s planet-warming greenhouse gas emissions.

On March 11, 2024, Judge Thomas M. Durkin of the U.S. District Court for the Northern District of Illinois granted plaintiffs’ motion for a preliminary injunction prohibiting the Illinois Department of Labor (DOL) from enforcing the “equivalent benefits” portion of Section 42 of the Illinois Day and Temporary Labor Services Act (DTLSA).

Gould & Ratner presents the next installment of our Construction Interview Series. As a continued effort to keep our clients informed of current trends in the construction industry, we will continue to periodically sit down with leaders at influential companies to discuss their insights.

Throughout the past few years, the construction industry has been plagued with myriad issues, including supply chain constraints, labor shortages and material procurement problems, among others.

Effective December 31, 2023, Cook County’s new Paid Leave Ordinance will require employers to provide 40 hours of paid leave (i.e., leave that can be used for any reason) during a 12-month period.

The Chicago City Council has passed an amendment to the new Paid Leave and Paid Sick and Safe Leave Ordinance that delays its effective date from December 31, 2023, to July 1, 2024.

On November 17, 2023, Gov. J.B. Pritzker signed HB3641, which delays the start date for the calculation of the 90 calendar days under the new equal pay and benefit section of the Illinois Day and Temporary Labor Services Act (DTLSA).