{"id":380,"date":"2022-03-18T17:46:15","date_gmt":"2022-03-18T17:46:15","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=380"},"modified":"2022-03-23T16:52:43","modified_gmt":"2022-03-23T16:52:43","slug":"recent-developments-and-legal-trends-in-employment-law","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/","title":{"rendered":"Recent Developments and Legal Trends in Employment Law"},"content":{"rendered":"

In an effort to keep our readers abreast of recent developments and legal trends, we summarize below what is new in the law and provide a \u201cheads up\u201d regarding what to expect in the coming months.\u00a0 We hope you find this helpful.<\/p>\n

What’s New<\/h1>\n

Motion to Compel Arbitration Denied Over Disregard of the Personnel Record Law<\/strong><\/p>\n

Disputes regarding the enforceability of arbitration agreements have led to many hotly contested legal battles covering a wide range of legal theories, e.g., waiver, lack of consideration, unconscionability, violation of public policy, etc.\u00a0 In a recent victory for employees, an employer\u2019s lax response to a statutory request for a personnel record led to a finding of waiver by the employer, and the denial of a motion to compel arbitration.<\/p>\n

Under the Massachusetts Personnel Record Law, M.G.L. c. 149, \u00a7 52C, an employee shall be given a copy of his or her Personnel Record within 5 business days of a written request.\u00a0 In Hernandez v. Universal Protection Service, LLC<\/em>, No. 2181cv00335 (Middlesex Super. Ct. Aug. 23, 2021) (Frison, J.), the employer failed to provide the employee with a copy of the arbitration agreement in response to her Personnel Record request.\u00a0 Moreover, the employer did not disclose its intent to seek enforcement of the arbitration agreement at any time until the matter was filed in court.\u00a0 Given the circumstances, the court held the employer\u2019s failure to disclose the arbitration agreement acted to waive the employer\u2019s rights thereunder, and the employer\u2019s motion to compel arbitration was denied.<\/p>\n

And Speaking of the Personnel Records Law\u2026\u00a0 <\/strong><\/p>\n

Massachusetts\u2019s highest court, the Supreme Judicial Court (\u201cSJC\u201d), recently ruled in Meehan v. Medical Information Technology, Inc.<\/em>, 177 N.E.3d 917 (Mass. 2021), that an employee who was terminated for exercising his statutory rights under the Personnel Record Law to file a written rebuttal may, indeed, pursue a claim for wrongful termination in violation of public policy, reversing the dismissal of plaintiff\u2019s claim by the lower courts.<\/p>\n

In the context of an at-will employment relationship, the basis of a \u201cwrongful termination\u201d claim is often misunderstood.\u00a0 In short, there is no generalized claim for wrongful termination.\u00a0 The source of legal rights and protections for an at-will employee may be rooted in statute (e.g., our state and federal anti-discrimination, payment of wages and whistleblowing laws) or under the common law (e.g., in violation of the covenant of good faith and fair dealing or of public policy).<\/p>\n

Courts in Massachusetts have long recognized a common law exception to the at-will doctrine that permits employee to seek redress for asserting a legally guaranteed right, refusing to do what the law forbids, doing what the law requires, and other important public deeds.\u00a0 While the SJC\u2019s holding in Meehan<\/em> is important from a broader public policy standpoint, clarifying that an employer may not simply terminate an employee for exercising a legal right, and that public policy exemption extends to the exercise of rights under the Personnel Record Law, it is worth noting the unusual procedural posture of this case.<\/p>\n

In Meehan<\/em>, at least for purposes of the Defendant\u2019s Motion to Dismiss, there was no dispute as to the reason for the termination decision (i.e., the act of submitting a written rebuttal to a performance review), and the content of written rebuttal was not at issue.\u00a0 This is atypical.\u00a0 It is far more common that both the reasons for the termination and the content and substance of the rebuttal are central issues in the litigation.<\/p>\n

Accordingly, as satisfying a victory this may be to employees, to make use of it, employees need to proceed cautiously and strategically.<\/p>\n

Retaliatory Investigations:\u00a0 When the Accuser Becomes the Accused<\/strong><\/p>\n

As we have discussed previously in our newsletters, what constitutes an \u201cadverse employment action\u201d in discrimination and retaliation cases is not limited to discrete acts causing immediate economic harm, such a termination or demotion.\u00a0 Rather, the protections against unlawful discrimination also encompass employment actions that adversely affect \u201cterms, conditions and privileges of employment.\u201d Yee v. Mass. State Police, <\/em>481 Mass. 290, 295 (2019); see also <\/em>High Court Reinforces Discrimination is About More Than Money<\/a>.<\/p>\n

In the context of retaliation cases, the U.S. Supreme Court has made it clear that an adverse act may include any conduct that \u201ccould well dissuade a reasonable worker from\u201d engaging in the protected activity, such as the filing of a discrimination claim.\u00a0 See Burlington North & Santa Fe Ry. Co. v. White<\/em>, 548 U.S. 53, 57 (2006).<\/p>\n

Unfortunately, as illustrated in a recent case from the U.S. District Court of Massachusetts, Stuart v. City of Gloucester<\/em>, 2021 WL 4477476 (D. Mass, Sep. 30, 2021), employees who come forward with good faith internal complaints can sometimes find themselves the subject of retaliatory investigations.\u00a0 While the plaintiff in Stuart<\/em> was ultimately unsuccessful on several of his legal claims, the Court did readily acknowledge that an internal investigation launched on the heels of the plaintiff\u2019s protected activity (here the exercise of his First Amendment rights) may constitute an adverse employment action, noting that an \u201cinternal investigation into Plaintiff\u2019s conduct can also qualify as an adverse employment action because even the threat of an investigation by one\u2019s employer could deter an ordinary employee from making complaints or otherwise exercising their [legal] rights.\u201d<\/p>\n

Investigating whistleblowers and those who raise complaints is an increasingly common page out of management-counsel\u2019s playbook, and navigating such investigations is treacherous\u2014having the benefit of experienced counsel to assist could prove critical.<\/p>\n

Joint Employer Analysis under Massachusetts Wage and Hour Laws<\/strong><\/p>\n

Under Massachusetts wage and hour laws, employers are subject to strict liability and there are robust remedies available for employees who have been misclassified as independent contractors, or otherwise deprived of earned wages, including mandatory treble damages and attorneys\u2019 fees.\u00a0 For successful employees, having a \u201cmillion dollar\u201d judgment in-hand for wages owed is of little solace when the company is bankrupt and\/or there is no otherwise viable path to collection.\u00a0 Accordingly, one strategic question, particularly in situations where there are concerns about employer solvency, is whether more than one entity can be held liable as the \u201cemployer\u201d under a joint employer analysis.<\/p>\n

In Jinks v. Credico (USA) LLC<\/em>, 177 N.E.3d 509 (Mass. 2021), the SJC recently addressed the proper standard for determining joint employer status under Massachusetts wage and hour laws.\u00a0 In short, the SJC adopted the \u201ctotality of the circumstances\u201d standard utilized under Federal wage and hour law, guided by a useful framework of four factors.\u00a0 These factors include whether the alleged employer (1) had the power to hire and fire the employee; (2) supervised and controlled employee work schedules or conditions of employment; (3) determined the rate and method of payment; and (4) maintained employment records.<\/p>\n

Be mindful, however, that the SJC cautioned that these four factors are not \u201cetched in stone and will not be blindly applied,\u201d and that no one factor is dispositive.<\/p>\n

What\u2019s Coming<\/strong><\/h1>\n

The Timing and Scope of Mandatory Treble Damage Awards under the Massachusetts Wage Act<\/em><\/strong><\/p>\n

The Massachusetts Wage Act, G.L. c. 149, \u00a7 148, requires prompt, full payment of all earned wages.\u00a0 Employees deprived of timely payment of such wages are entitled to a mandatory award of treble damages, plus attorney\u2019s fees. Id.<\/em>, \u00a7 150.\u00a0 Currently pending before the SJC are two cases that will further clarify the timing and scope of damage awards under the Wage Act.<\/p>\n

Reuter v. City of Methuen<\/em>, SJC-13121<\/p>\n

In Reuter<\/em>, the SJC will decide whether\u2014when wages are paid late but before<\/em> the employee files suit\u2014an employee is entitled to trebling of the entire amount of untimely paid wages or is limited to recovering treble the interest accrued from the delay in payment.<\/p>\n

Devaney v. Zucchini Gold<\/em>, SJC-13176<\/p>\n

The Massachusetts Wage Act and the Federal Fair Labor Standards Act (\u201cFLSA\u201d) are similar but not identical, e.g., the FLSA does not provide for mandatory trebling of damages. The question for the SJC in Devaney<\/em> is whether, when an employer violates the FLSA but not the Wage Act, the Wage Act\u2019s mandatory treble damages apply. Many lower courts have answered yes, and Devaney<\/em> provides an opportunity for Massachusetts\u2019 highest court to answer this question definitively.<\/p>\n","protected":false},"excerpt":{"rendered":"

In an effort to keep our readers abreast of recent developments and legal trends, we summarize below what is new in the law and provide a \u201cheads up\u201d regarding what to expect in the coming months.\u00a0 We hope you find this helpful. What’s New Motion to Compel Arbitration Denied Over Disregard of the Personnel Record […]<\/p>\n","protected":false},"author":9,"featured_media":201,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[82,83],"tags":[65],"class_list":["post-380","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-cases-to-note","category-updates-in-employment-law","tag-cases-to-watch"],"acf":[],"yoast_head":"\nRecent Developments and Legal Trends in Employment Law - Employment<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Recent Developments and Legal Trends in Employment Law - Employment\" \/>\n<meta property=\"og:description\" content=\"In an effort to keep our readers abreast of recent developments and legal trends, we summarize below what is new in the law and provide a \u201cheads up\u201d regarding what to expect in the coming months.\u00a0 We hope you find this helpful. What’s New Motion to Compel Arbitration Denied Over Disregard of the Personnel Record […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/\" \/>\n<meta property=\"og:site_name\" content=\"Employment\" \/>\n<meta property=\"article:published_time\" content=\"2022-03-18T17:46:15+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-03-23T16:52:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2018\/08\/40092597_l-1-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"5030\" \/>\n\t<meta property=\"og:image:height\" content=\"5030\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Sherin and Lodgen\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Sherin and Lodgen\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/\"},\"author\":{\"name\":\"Sherin and Lodgen\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#\\\/schema\\\/person\\\/96bd34e7823afde2e3e7e561023c5a44\"},\"headline\":\"Recent Developments and Legal Trends in Employment Law\",\"datePublished\":\"2022-03-18T17:46:15+00:00\",\"dateModified\":\"2022-03-23T16:52:43+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/\"},\"wordCount\":1355,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2018\\\/08\\\/40092597_l-1-1.jpg\",\"keywords\":[\"Cases to Watch\"],\"articleSection\":[\"Cases to Note\",\"Updates in Employment Law\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/\",\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/\",\"name\":\"Recent Developments and Legal Trends in Employment Law - Employment\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2018\\\/08\\\/40092597_l-1-1.jpg\",\"datePublished\":\"2022-03-18T17:46:15+00:00\",\"dateModified\":\"2022-03-23T16:52:43+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#\\\/schema\\\/person\\\/96bd34e7823afde2e3e7e561023c5a44\"},\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2018\\\/08\\\/40092597_l-1-1.jpg\",\"contentUrl\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/wp-content\\\/uploads\\\/sites\\\/4\\\/2018\\\/08\\\/40092597_l-1-1.jpg\",\"width\":5030,\"height\":5030,\"caption\":\"A blue circle with binoculars on a black background.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/2022\\\/03\\\/18\\\/recent-developments-and-legal-trends-in-employment-law\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Recent Developments and Legal Trends in Employment Law\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#website\",\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/\",\"name\":\"Employment\",\"description\":\"Employment Law News from Sherin and Lodgen\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/#\\\/schema\\\/person\\\/96bd34e7823afde2e3e7e561023c5a44\",\"name\":\"Sherin and Lodgen\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g\",\"caption\":\"Sherin and Lodgen\"},\"url\":\"https:\\\/\\\/www.sherin.com\\\/employment-blog\\\/author\\\/sherinlodgen\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Recent Developments and Legal Trends in Employment Law - Employment","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/","og_locale":"en_US","og_type":"article","og_title":"Recent Developments and Legal Trends in Employment Law - Employment","og_description":"In an effort to keep our readers abreast of recent developments and legal trends, we summarize below what is new in the law and provide a \u201cheads up\u201d regarding what to expect in the coming months.\u00a0 We hope you find this helpful. What’s New Motion to Compel Arbitration Denied Over Disregard of the Personnel Record […]","og_url":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/","og_site_name":"Employment","article_published_time":"2022-03-18T17:46:15+00:00","article_modified_time":"2022-03-23T16:52:43+00:00","og_image":[{"width":5030,"height":5030,"url":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2018\/08\/40092597_l-1-1.jpg","type":"image\/jpeg"}],"author":"Sherin and Lodgen","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Sherin and Lodgen","Est. reading time":"6 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#article","isPartOf":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/"},"author":{"name":"Sherin and Lodgen","@id":"https:\/\/www.sherin.com\/employment-blog\/#\/schema\/person\/96bd34e7823afde2e3e7e561023c5a44"},"headline":"Recent Developments and Legal Trends in Employment Law","datePublished":"2022-03-18T17:46:15+00:00","dateModified":"2022-03-23T16:52:43+00:00","mainEntityOfPage":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/"},"wordCount":1355,"commentCount":0,"image":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#primaryimage"},"thumbnailUrl":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2018\/08\/40092597_l-1-1.jpg","keywords":["Cases to Watch"],"articleSection":["Cases to Note","Updates in Employment Law"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/","url":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/","name":"Recent Developments and Legal Trends in Employment Law - Employment","isPartOf":{"@id":"https:\/\/www.sherin.com\/employment-blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#primaryimage"},"image":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#primaryimage"},"thumbnailUrl":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2018\/08\/40092597_l-1-1.jpg","datePublished":"2022-03-18T17:46:15+00:00","dateModified":"2022-03-23T16:52:43+00:00","author":{"@id":"https:\/\/www.sherin.com\/employment-blog\/#\/schema\/person\/96bd34e7823afde2e3e7e561023c5a44"},"breadcrumb":{"@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#primaryimage","url":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2018\/08\/40092597_l-1-1.jpg","contentUrl":"https:\/\/www.sherin.com\/employment-blog\/wp-content\/uploads\/sites\/4\/2018\/08\/40092597_l-1-1.jpg","width":5030,"height":5030,"caption":"A blue circle with binoculars on a black background."},{"@type":"BreadcrumbList","@id":"https:\/\/www.sherin.com\/employment-blog\/2022\/03\/18\/recent-developments-and-legal-trends-in-employment-law\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.sherin.com\/employment-blog\/"},{"@type":"ListItem","position":2,"name":"Recent Developments and Legal Trends in Employment Law"}]},{"@type":"WebSite","@id":"https:\/\/www.sherin.com\/employment-blog\/#website","url":"https:\/\/www.sherin.com\/employment-blog\/","name":"Employment","description":"Employment Law News from Sherin and Lodgen","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.sherin.com\/employment-blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/www.sherin.com\/employment-blog\/#\/schema\/person\/96bd34e7823afde2e3e7e561023c5a44","name":"Sherin and Lodgen","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/d98a5f87b44b7c14488b62c802e175aba108d19bda0d855a9f1cc4924948f5fa?s=96&d=mm&r=g","caption":"Sherin and Lodgen"},"url":"https:\/\/www.sherin.com\/employment-blog\/author\/sherinlodgen\/"}]}},"_links":{"self":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/posts\/380","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/users\/9"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/comments?post=380"}],"version-history":[{"count":0,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/posts\/380\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/media\/201"}],"wp:attachment":[{"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/media?parent=380"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/categories?post=380"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sherin.com\/employment-blog\/wp-json\/wp\/v2\/tags?post=380"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}