The 7th Circuit Court of Appeals has ruled that simply discouraging an employee from filing a FMLA request is enough to have violated the employee’s rights.

Compliance with the Americans with Disabilities Act is a requirement for companies, and even honest mistakes can trigger violations.

Changes in the field of arbitration are afoot and employers who utilize arbitration clauses need to stay up to date on these changes as they will impact the ability to arbitrate employee claims.

A supervisor claimed he was fired because of his age. A court disagreed. For employers, though, it reinforces the need to properly train supervisors and employees on discrimination as a means of preventing it happening.

The 7th Circuit Court of Appeals has found that just because an employee is out on FMLA leave or has recently returned from FMLA leave, it does not mean an employer cannot terminate that employee for legitimate performance issues.

A new complaint filed by NLRB could serve as a focal point in a revision of independent contractor rules.

Whether it is appealed in court or not, it It is highly like that the Biden administration will now restart its efforts to have the recently reinstated Trump-era independent contractor rule withdrawn and replaced with a new, more restrictive rule less favorable to establishing independent contractor status.

A recent court decision serves as notice to all employers that OSHA violations, even when wrongfully and willfully encouraged by a supervisor, can still result in liability to the employer.

California’s meal and rest break regulations are preempted by federal hours-of-service regulations, according to the courts, which means employers of short-haul drivers need not comply. (Photo: Jim Allen/FreightWaves)

The National Labor Relations Board and Department of Labor are working to change labor laws enacted under the Trump administration to be more favorable to employees.

While the law guarantees the right of employees to strike, the law also places limitations and qualifications on the exercise of that right.

The Supreme Court’s decision to halt enforcement of OSHA’s vaccine or testing mandate is a win for employers, but the final legality of the policy is still to be decided.

While diversity programs can and should be a positive vehicle for promoting diversity in the workplace, employers should take time to review diversity programs and initiatives to ensure the clear communication and implementation of their programs.

Currently, whether the recently revived vaccination or test mandate survives court scrutiny is still uncertain, and the Supreme Court will likely have the final say. For now, with compliance deadlines coming shortly after the start of the new year, companies need to start making preparations.

The 11th Circuit Court of Appeals determined that paid suspensions are a reasonable course of action pending employment investigations.

The Tennessee Supreme Court recently affirmed a Tennessee Court of Appeal’s decision that a corporation may not assert a damaged goods claim under the Tennessee Consumer Protection Act.

While a federal appeals court has halted enforcement of the Biden administration’s COVID vaccine mandate, companies should familiarize themselves with the requirements regardless.

Account executive trainees at a freight brokerage are seeking class action status in a lawsuit alleging they weren’t paid for overtime.

The NLRB general counsel has marked out a proposed approach for aggressive enforcement and expanded potential remedies under the NLRA.

An employer’s ‘honest belief’ and good recordkeeping helps it win pregnancy discrimination lawsuit.