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Europe steps up its fight against fraud
European watchdogs have long been focusing on enforcement against corporate crime with a great focus on anti-corruption, economic sanctions and money laundering.
United States | Publication | March 2021
To encourage California employers to self-assess and correct pay disparities along racial and gender lines, the California legislature enacted Senate Bill 973 (SB 973) on September 30, 2020. SB 973 mandates that private employers of 100 or more employees, at least one of whom being in California, must report pay and hours-worked data by establishment, job category, sex, race and ethnicity to the Department of Fair Employment and Housing (DFEH) by March 31, 2021, and annually thereafter. In addition to providing for new pay data reporting, SB 973 authorized the DFEH to enforce the Equal Pay Act (Labor Code section 1197.5), which prohibits unjustified pay disparities.
This past month, the DFEH issued answers to FAQs and a template form for employers to submit their reports. The guidance clarified that an employee who regularly teleworks from a residence in California but who is assigned to an establishment outside of California must be included in the pay data report. More guidance from the DFEH is expected before the March 31 reporting deadline.
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European watchdogs have long been focusing on enforcement against corporate crime with a great focus on anti-corruption, economic sanctions and money laundering.
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The Digital Markets, Competition and Consumers Act (DMCC Act) received Royal Assent on 24 May 2024 and is generally expected to come into force in autumn this year.
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Head of Legal Operations, Stephanie Hamon, will be joining the panel discussion on "Simplifying Legal Tech Adoption and Implementation" at the Legal Tech Talk conference on June 13th (3:30 - 4:15 PM).
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