Monthly Archives: August 2019
ILN Firm of the Month – Lee and Li, Attorneys-at-Law, Taiwan!
Talking Tax – Issue 167
Queensland: Payroll tax grouping win for the taxpayer
In Telgrove Pty Ltd t/as P & E Francis Plant Hire v Commissioner of State Revenue  QCAT 199, Telgrove Pty Ltd (Telgrove), as the designated group employer, had made an ‘exclusion order’ to request that Telgrove and 3 other entities be excluded from a list of six entities that were determined to be a payroll tax group by the Queensland Commissioner of State Revenue (Commissioner). The Commissioner rejected this exclusion application and issued reassessment notices to Telgrove to tax the six entities (Group Members) as a group from the 2011/12 financial year and apply penalty tax and interest for the period.
Illinois Joins New Jersey in Protecting Hotel (and Casino) Employees from Sexual Harassment and Violence by Requiring Employer-Provided Panic Button Devices
Earlier this summer, we reported on ground-breaking legislation in New Jersey that requires hotels with more than 100 guest rooms to supply hotel employees assigned to work in a guest room alone with a free panic button device and to adhere to a specific protocol upon activation of a panic button device by a hotel employee. In what may signal the start of a national trend, Illinois just became the second state to pass similar legislation targeting not only hotels but also casinos located within its jurisdiction.
New Hampshire Governor Vetoes $12 Minimum Wage Bill
At a time when many states and localities are increasing the minimum wage, New Hampshire’s Senate passed a bill that would increase the state’s minimum wage to $12 per hour by 2022. The very next day, New Hampshire Governor Chris Sununu vetoed the bill. In doing so, Governor Sununu issued a veto message that said the bill would have a “detrimental effect” on the state’s residents and would lead to lost jobs, reduced hours, and less money in the pockets of employees.
Maintaining Attorney-Client Privilege During Investigations in the Financial Services Industry
In the financial services industry, investigations by the government or self-regulatory organizations are commonplace, and because they inevitably involve employee conduct (or misconduct), there is frequently an internal employment-related investigatory component. With potential financial liability and reputational harm ever-present, the strength of a company’s investigatory process is critical.
Up in Smoke: The Countdown on Vape Enforcement Discretion Begins
On July 11, 2019, a Federal judge for the U.S. District Court for Maryland ruled that manufacturers and importers of products such as e-cigarettes and other electronic nicotine delivery systems (“ENDS”) have ten months to submit applications for marketing to the U.S. Food and Drug Administration (“FDA”). The ten-month deadline is applicable to new tobacco products on the market as of the August 8, 2016 deeming rule that extended FDA’s regulatory jurisdiction to include all tobacco products. Accordingly, manufacturers of e-cigarettes now have until May 2020 to submit applications for market approval in order to continue selling their products.
Howard & Howard Donates $12.5K to Heart of Illinois United Way for Education, Financial Stability, and Health of Women and Children
Royal Oak-based law firm Howard & Howard has donated $12,500 to the Heart of Illinois United Way as part of its 150th anniversary “12 Months of Giving” philanthropic initiative. The gift was announced at the Heart of Illinois United Way’s annual “Power of the Purse” fundraising event on May 9, 2019.
DOL Releases New Opinion Letters on FLSA Section 7(k) and Public Agency Volunteers Continue Reading…
The U.S. Department of Labor’s Wage and Hour Division (“WHD”) shows no signs of fatigue as it releases two new opinion letters on the Fair Labor Standards Act (“FLSA”) within the first week of August. These opinion letters address the FLSA’s partial overtime exemption on a “work period basis” and the status of public agency volunteers. As we have previously advised, employers should read the WHD’s opinion letters carefully and consult with experienced counsel with any questions about their practices vis-à-vis WHD interpretive guidance.
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