NLRB ruling affirms importance of “entrepreneurial opportunity” in determining contract worker status, strengthens union rights in Michigan.
DOL’s new rule is more employer friendly, but it must be adhered to in order to avoid liability.
Nerd alert! Decimals have their point when it comes to rounding employees’ time under new U.S. Department of Labor opinion.
In a potential win for employers, proposed NLRB rule would again impose more stringent test on joint employer relationships.
Employers could gain advantage in potential wage claims by utilizing individual arbitration agreements.
NLRB memo states “ambiguities in work rules/employment policies are no longer interpreted against the drafter [the employer]...”
The U.S. Supreme Court recently handed employers a valuable tool in ruling that mandatory class action waivers in employment agreements are enforceable.
Court rules employer infringed on employee’s right to “protected concerted activity” under the National Labor Relations Act when it fired him for dropping the F-bomb.
Recent labor law cases involving collective bargaining and right to work issues have implications even for non-union employers.
National Labor Relations Board rules employer violated National Labor Relations Act by terminating employees for bathroom talk involving concerted activity.
National Labor Relations Board ruling allows employees with access to company email accounts to use them for activities consistent with union organization and business.
Subscribe
RSSTopics
- Employment Liability
- Department of Labor (DOL)
- Labor Law
- Equal Employment Opportunity Commission (EEOC)
- Employment Discrimination
- Human Resources
- Wage & Hour
- Fair Labor Standards Act (FLSA)
- Tax Law
- National Labor Relations Act
- Employment Agreement
- National Labor Relations Board
- Americans With Disabilities Act (ADA)
- COVID-19
- Civil Litigation
- Settlements
- Minimum Wage
- Contract Employees
- Coronavirus
- Family Medical Leave Act (FMLA)
- Whistleblower Protection Act
- National Labor Relations Board (NLRB)
- Regulatory Law
- Paid Medical Leave Act (PMLA)
- OSHA Issues
- Title VII
- Unemployment Benefits
- Retaliation
- Sick Leave
- Accommodations
- First Amendment
- Workplace Harassment
- Contracts
- Public Education
- Transgender Issues
- Hostile Work Environment
- Business Risk Management
- Noncompete Agreements
- At Will Employment
- ERISA
- Workers' Compensation
- Department of Justice
- Cannabis
- Medicare Issues
- LGBTQ
- Class Actions
- Sexual Harassment
- Garnishments
- Civil Rights
- Social Media
- Retail Liability
- RICO
- Emergency Information
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Department of Education (DOE)
- Title IX
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Diversity
- Union Organizing & Relations
Recent Updates
- Tax Considerations When Settling an Employment Claim 2.0
- DOL Finalizes Rule Tightening Independent Contractor Test
- NLRB Finalizes Rule Broadening Joint Employer Test
- EEOC Issues New Proposed Enforcement Guidance on Harassment in the Workplace
- Proposed Rule Change to Minimum Salary Requirements Would Expand Overtime Pay to Millions of Workers not Currently Eligible
- U.S. Supreme Court Bolsters Right of Employees to Request Religious Accommodations
- U.S. Supreme Court Rules Website Designer Free to Refuse Services Under First Amendment
- NLRB Restores FedEx II Standard When Factoring Workers’ Entrepreneurship
- Sixth Circuit Adopts New “Similarly Situated” Employees Evaluation Standard for Issuing Court-Approved Notice of FLSA Suits
- Unanimous Supreme Court Finds Lip Service not Good Enough for Disabled Student