Kamer Zucker Abbott

On April 23rd, the Federal Trade Commission issued a rule banning noncompete agreements. If the rule survives legal challenges, it will take effect 120 days after publication in the Federal Register. The FTC has decided that noncompete restrictions are an unfair method of competition and therefore unlawful. This sweeping, nationwide ban ignores the existing efforts of every state to significantly restrict noncompetes as well as the legitimate, protectable interests of employers. For more details on the new rule, please visit our website: https://conta.cc/4b8pTpi #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness

DOL Increases Salary Thresholds for Overtime Exemptions Yesterday, the U.S. Department of Labor announced the amendment of its regulations to significantly change the salary thresholds for the “white-collar” overtime exemptions. If your business has employees classified as exempt from overtime under the executive, administrative, or professional employee exemptions, you should use the next few months to evaluate these changes and determine whether some need to be converted to hourly employees. For more information on the new salary thresholds, visit our website: https://conta.cc/4deyiJy #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness

EEOC Publishes Regulation on Pregnant Workers Fairness Act On April 19, the U.S. Equal Employment Opportunity Commission published its regulation on the Pregnant Workers Fairness Act (PWFA). This regulation provides guidance on this new law and formally explains how the EEOC will interpret and enforce the PWFA. For more information and analysis, visit our website: https://conta.cc/4bc4Nqf #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness

Yesterday, the U.S. Supreme Court issued its decision in Muldrow v. City of St. Louis, which sought to clarify the standard of proof to be applied to an alleged discriminatory job transfer under Title VII of the Civil Rights Act. The Court ruled that a plaintiff must show that the transfer brought some harm to an identifiable term or condition of employment, but that the harm need not be significant. For more information and an analysis of this case, visit our website: https://conta.cc/3xQGKOX #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness

Gregg Kamer Receives NV State Bar's Presidential Award! Kamer Zucker Abbott is proud to announce that our founding partner Gregg Kamer has been awarded the Nevada State Bar Association’s Presidential Award. This award is presented to a Nevada State Bar member who has practiced law for 20 years or more and whose conduct, honesty, and integrity represents the highest standards of the legal profession. Award recipients are those who inspire by example, advance the administration of justice, and bring honor and integrity to the profession of law. We congratulate Gregg on this well-deserved award! https://conta.cc/4cY0lwV #Nevada #management #employmentlaw #kzalaw #lasvegasbusiness

Nevada's Minimum Wage and Overtime Rates Increase July 1, 2024 Pursuant to the changes enacted to Nevada’s minimum wage by the 2019 Legislature, the minimum wage will increase July 1, 2024, to $12.00 an hour for all employees. Nevada’s two-tier minimum wage was eliminated by Assembly Joint Resolution 10, passed by the Nevada Legislature in 2021 and approved by the voters during the 2022 general election. This change takes effect on July 1, 2024. As such, the new $12.00 minimum wage rate applies to all employees without regard to whether an employer offers health benefits. For more information and specifics on Nevada's daily overtime rate, visit our website kzalaw.com or use this link: https://conta.cc/3U4npmd #Nevada #management #employmentlaw #kzalaw #lasvegasbusiness

SHRM launches a civility initiative. The Society for Human Resource Management (SHRM) has launched a civility initiative seeking to start 1 million civil conversations in the workplace. KZA has long stressed the need for civility in the practice of law, and civility is equally important in all workplaces to improve culture and dialogue. SHRM is absolutely correct in stating that civility is language we can all understand; moreover, it is something upon which we can all agree. This is a powerful and valuable initiative for every employer, and we encourage you to check it out via this link: https://conta.cc/3v35Qt7 #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness #CivilityAtWork

Update on DOL's new independent contractor rule. The Department of Labor’s (DOL) new rule that changes the test used to determine whether a worker is an independent contractor goes into effect today, March 11, 2024. As we discussed in January, the new rule makes it more difficult to lawfully classify a worker as an independent contractor. For more information on challenges to the rule, use this link: https://conta.cc/3Td3CPZ #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness

Gregg Kamer discusses state of union relations in Nevada on KNPR. KZA's Founding Partner, Gregg Kamer, appeared on March 4 on Nevada Public Radio’s State of Nevada with Joe Schoenmann. The episode, entitled Companies vs. unions in Las Vegas: Why is it so difficult for both to agree?, features a robust discussion between Gregg and Ted Pappageorge, Secretary-Treasurer of the Culinary Union, Local 226. We invite you to listen to this program where you will hear Gregg discuss his extensive experience dealing with unions and employers for over 40 years in Las Vegas, sharing his real life experiences and his thoughts about the local and national trends in labor relations. He also discusses the recent Culinary negotiations and differences between public and private sector unions. To listen to the program, click here:https://conta.cc/3vd3ojA #Nevada #management #employmentlaw #kzalaw #lasvegasbusiness

NLRB Expands the Law and Leaves Employers Between a Rock and a Hard Place Earlier this week, the National Labor Relations Board found that The Home Depot violated the law when it applied its dress code policy and directed an employee to remove a handwritten BLM marking on their work apron. The Board determined that the employee’s BLM display and refusal to remove it was protected concerted activity because it was a “logical outgrowth” of complaints the employee and others had made about racial discrimination. The Board also applied its new dress code rule for union insignia to declare the employer's dress code policy presumptively unlawful. This messy and complicated case demonstrates the impossible position in which employers find themselves under the current political makeup of the Board. To read more about this case, visit our website: https://conta.cc/3I8ZP0Q #Nevada #employmentlaw #management #kzalaw #lasvegasbusiness #defundNLRB