Amendments to Illinois’s Human Trafficking Recognition Training Act May Expand the Scope of Covered Employers to Include Restaurants and Truck Stops

Since 2019, the Illinois Lodging Services Human Trafficking Recognition Training Act (820 ILCS 95/, “the Act”) has required Illinois lodging establishments (such as hotels, motels, and casino hotels) to provide employees with training on how to recognize human trafficking and protocols for reporting suspected human trafficking to authorities.  Recent amendments, which became effective January 1, 2022, have ostensibly expanded the scope of covered employers to include other businesses that serve transient populations:  restaurants and truck stops.

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Llinks Legal Alert – Labor & Employment Law (April 2022)

Llinks Legal Alerts focus on cutting-edge labor law topics and brings you most updated legislation trend. Please stay tuned with us.  Read more…

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Newsletter – March 2022

I. EDITORIAL – APPROVAL AND PUBLICATION OF THE DIPLOMA THAT INCREASED THE FINANCIAL SUBSIDY APPLICABLE TO CONSUMPTION AT PETROL STATIONS.

The month of March was characterised, on a legislative level, by the approval and publication of Decree-Law no. 24-A/2022, of March 11, which increased the financial subsidy applicable to consumption at petrol stations for the purposes of transitory and exceptional support to citizens for their consumption in the fuel sector (“AUTOvoucher” benefit). Read more…

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NYC Pay Transparency Law Amended: If Signed by Mayor Adams, Employers Will Have Until November 1, 2022 to Start Disclosing Salary Ranges in Job Postings

On April 28, 2022, the New York City Council (the “Council”) approved an amendment to a recently enacted pay transparency law, 2022 Local Law 32 (the “Law”) by an overwhelming majority. The Law will require employers to disclose salary ranges in advertisements for jobs that are performed, at least in part, in New York City, and was set to become effective on May 15, 2022. After significant pushback from the business community, the Council introduced a new bill, Int. No. 134-A (the “Amendment”), to offer additional clarity and time for employers to comply. The Amendment is expected to be signed into law by Mayor Eric Adams. Of greatest immediate significance, once signed, the Amendment delays the effective date of the Law from May 15 to November 1, 2022.

The Amendment clarifies that advertisements for any job, promotion or transfer opportunity will have to include a statement of either a minimum and maximum annual salary or the minimum and maximum hourly wage. The Law will apply to advertisements seeking both exempt employees who earn a salary, and non-exempt employees, who may be paid on a salary or hourly basis.

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WHAT’S NEXT IN DIVERSITY AND INCLUSION? A MOVE TOWARDS ‘INCLUSIVE BRITAIN.’

Following the events of 2020 and in light of the hugely notable Black Lives Matter movement the UK Government recognised that action ought to be taken to address some significant disparities and injustices within the United Kingdom.  While the Government stated that they felt that there had been many advances in addressing these it was noted that more could be done.  With that in mind, the Commission on Race and Ethnic Disparities (the Commission) was formed with the goal of looking at ways to resolve racial and ethnic inequality within the United Kingdom.

In March 2021 the Commission produced a report setting out a not less than 24 recommendations for creating a greater level of equality within the United Kingdom.  This month, the Government produced their response to that report titled ‘Inclusive Britain.’ Read more…

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The Battle of the Meetings: Virtual vs. In-Person – Which is Better?

The short answer? Both!

After two-plus years of being limited to almost entirely virtual meetings, we’ve learned that there are huge benefits to doing things online. But many people were also chomping at the bit to get back to seeing each other in the flesh. So that begs the question – which is better? It turns out that we need both and for different reasons. So while you may be tempted to toss your ring light forever in favor of jumping back onto planes…not so fast. Let’s look at the pros of both types of meetings and see why you need to keep them all in your diary.

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No Vested Right To Receive Foreign Contribution – Indian FCRA Regulations

In the Matter of: Noel Harper & Ors. vs. Union of India & Anr. [Writ Petition (Civil) No. 566 of 2021] with Writ Petition (Civil) No. 634 of 2021 and Writ Petition (Civil) No. 751 of 2021

Forum: Hon’ble Supreme Court of India

Order Delivered on: April 8, 2022

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Kall in Crain’s Cleveland Business Tax Tips: Potential risks and benefits of compensation in cryptocurrency

McDonald Hopkins’ David Kall, Cleveland Office Managing Member and Chair of the Tax and Benefits Practice Group, authored the April 24 edition of Crain’s Cleveland Business’ Tax Tips on “Potential risks and benefits of compensation in cryptocurrency.”

In the article, Kall explains, “Federal law does not permit payment of base wages in currencies that have not been issued by a government, and some states require wages to be paid in U.S. currency. If an employee has been paid in cryptocurrency, the employer may not have legally satisfied its obligations to the employee. Employers may be able to pay bonuses in cryptocurrency or pay in cash and then, with the employee’s approval, convert the cash payment to cryptocurrency. Either approach would raise compliance questions and add complexity and cost to the payroll process.”

You can read the entire piece at CrainsCleveland.com by clicking here.

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Video: Mental Health Accommodations and Parity, Board Diversification Law Struck Down, Ban-the-Box Update – Employment Law This Week

As featured in #WorkforceWednesdayThis week, we look at the increase in mental health discrimination charges the Equal Employment Opportunity Commission (EEOC) recently reported and how employers can respond.

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M&A TREND TRACKER: SECOND EDITION

We are delighted to publish the second edition of our M&A trend tracker.

This publication analyses data from a sample of 20 M&A transactions on which Fladgate advised during 2018 and 2021, i.e. in the period before and after the Covid pandemic.

Our analysis highlights how some deal terms have remained consistent, whereas other terms have evolved pre- and post-pandemic. The analysis gives rise to some interesting conclusions, including that it is often taking less time to close transactions; and that family offices and international buyers are becoming a more prominent fixture in the UK M&A market.

This publication will be of interest to anyone engaged in or considering M&A activity, including funds, HNWs, entrepreneurs and corporates; as well as intermediaries including corporate finance advisers and reporting accountants.

To access the tracker, please click here.

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