The new Democratic majority in the Virginia General Assembly wasted no time in passing numerous pieces of legislation that will change dramatically the landscape of Virginia labor and employment law and increase employer’s compliance burden and litigation dockets. Please join us for an informative and interactive discussion of these changes.
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As reported on the Hunton Andrews Kurth Business Immigration Insights blog, as employers throughout the United States increasingly move to remote work arrangements for employees, they are confronted with challenges in completing Form I-9. An employer must inspect an e employee’s original identity and employment authorization documents in the physical presence of the employee within 3 business days after employment begins.
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Employers nationwide are implementing work reductions, closures and furloughs in order to reduce costs during the COVID-19 economic slowdown in the United States.  When employees are put on reduced hours or furloughed, employers face changing legal obligations in multiple areas of labor and employment law.  Companies that employ nonimmigrant workers should not overlook the additional legal obligations they have toward these employees, especially those who are on visas that have prevailing wage requirements.
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As reported on the Business Immigration Insights blog, employers, already dealing with a chaos of urgent-action items caused by COVID-19, must not overlook the stringent posting requirements under US Department of Labor (DOL) regulations for employees in H‑1B, H-1B1, and E-3 status, and for all employees, regardless of status, who are being sponsored for

Employers face many urgent issues in responding to the US outbreak of the novel coronavirus, COVID‑19.  Employers should remain aware that extraordinary workplace actions can have a special impact on foreign employees with work-authorized visas and can trigger additional employer obligations under US immigration law. 
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Congratulations to Los Angeles Labor & Employment partner Roland Juarez, who has been named one of Los Angeles Business Journal’s Top Minority Attorneys.  According to the LABJ, the recognition is awarded to attorneys who are “…particularly impactful and…maintain the highest professional and ethical standards.” Roland previously was recognized by the Los Angeles Business Journal as a Top Litigator & Trial Lawyer in 2019.
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Restrictive covenants and non-compete agreements are increasingly under attack, this time by the Federal Trade Commission (FTC). Companies rely on these restrictions to protect investment in intellectual property, technology and employees. On January 9, the FTC suggested that employee freedom of mobility trumps all of these legitimate business reasons companies use restrictive covenants and non-compete agreements.
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