On Sept. 22, Greenberg Traurig attorneys will discuss the latest developments emanating from the Supreme Court’s June 2022 decision in Dobbs v. Jackson and what lies ahead. This will beContinue Reading 9/22 Webinar | Legal Considerations in a Post Dobbs v. Jackson World: What Employers and Providers Need to Know
In advance of Philadelphia entering the “green” phase and many businesses reopening, the Philadelphia City Council unanimously passed the Essential Workers Protection Act (Bill No. 200328) on June 25 and…
Continue Reading Philadelphia City Council Passes Bill Prohibiting Employers from Retaliating Against Workers for Speaking Out About COVID-19 Safety Violations
There has been much media coverage of the recent class action lawsuits filed against some of the most prestigious universities in the United States by university employees. These class action…
Continue Reading Not-for-profit Hospitals and Health Care Providers Facing Retirement Plan Class Actions
On May 2, 2014, the Employee Benefits Security Administration of the Department of Labor (DOL) released proposed regulations, which contain changes to the existing COBRA notice requirements. These changes are intended to incorporate applicable provisions under the Affordable Care Act into the COBRA notice requirements. The proposed regulations provide updated versions of the model general notice and model election notice forms, which are available in modifiable, electronic form on the DOL’s website at dol.gov/ebsa/cobra.html. Employers should consider using the updated model notices (modified, as needed, to fit the employer’s particular situation) on a going-forward basis because the DOL will consider the use of the model notices to be good faith compliance with the notice content requirements under COBRA.
Continue Reading DOL and HHS Seek to Enhance Care Benefits Under COBRA