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.
SubscribeRSS Plunkett Cooney LinkedIn Page Plunkett Cooney Twitter Page Plunkett Cooney Facebook Page
- Employment Liability
- Equal Employment Opportunity Commission (EEOC)
- Wage & Hour
- Department of Labor (DOL)
- Fair Labor Standards Act (FLSA)
- Labor Law
- Employment Discrimination
- Human Resources
- Employment Agreement
- Family Medical Leave Act (FMLA)
- OSHA Issues
- Title VII
- Americans With Disabilities Act (ADA)
- National Labor Relations Act
- Unemployment Benefits
- Workplace Harassment
- Sick Leave
- Regulatory Law
- Workers' Compensation
- Minimum Wage
- Paid Medical Leave Act (PMLA)
- National Labor Relations Board
- Transgender Issues
- Sexual Harassment
- Whistleblower Protection Act
- Civil Rights
- Non-compete Agreements
- Social Media
- Retail Liability
- Class Actions
- Emergency Information
- Business Risk Management
- Uniformed Services Employment and Reemployment Rights Act (USERRA)
- Hostile Work Environment
- Department of Education (DOE)
- Tax Law
- Title IX
- Medical Marijuana
- Right to Work
- Health Insurance Portability and Accountability Act (HIPAA)
- Union Organizing & Relations
- The Challenge of Wage Claims Under the Equal Pay Act
- Was the bar for Actionable Federal Discrimination Claims Just Lowered?
- Poor Drafting Leads to Poor Results for Arbitration 'Agreement'
- One, Two, Three Strikes You’re OUT… When Dealing With Attendance Rules!
- Failure To Apply Duties Test Results in Ruling Against Employer in Wage Claim Appeal
- MIOSHA Suspends May 24 Rule, Makes COVID-19 Mitigation Measures Discretionary for Non-Health Care Employers
- ‘VACC To Normal’ Means Back to the Office for Michigan Starting May 24
- Michigan Pushes to Pandemic Finish Line by Promoting Double Vaccine Benefit
- Contractual Limitations Periods and Federal Civil Rights Claims
- Remote Work Still Required Amid Covid-19 Surge in Michigan