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A recent memorandum from NLRB General Counsel Crystal Carey signals a possible sweeping reversal of key labor law precedents. The anticipated changes may reshape employer obligations ranging from severance agreements and employee handbooks to union bargaining obligations.

On August 19, 2014, the Pennsylvania Superior Court held that individuals bringing suit under the Pennsylvania Whistleblower Law have no right to a jury trial.

In the case of Brito-Babapulle v Ealing Hospital NHS Trust, the Employment Appeal Tribunal has held that a tribunal erred when it stated that dismissal would always fall within the range of reasonable responses in cases of gross misconduct.

A recent decision from a Pennsylvania federal district court provides an important reminder that hostile work environment claims can arise from same-sex harassment based on gender stereotypes.

News today that New York Attorney General Eric Schneiderman has reached agreements with several large retail companies to limit on-call scheduling of employees.

John Urbino alleged in the form of a claim under the Private Attorneys General Act of 2004 that Orkin illegally deprived him and other non-exempt employees of meal periods, overtime and vacation wages and accurate itemized wage statements.

The California Legislature seems intent on ending piece-rate pay as we have known it.

In part two of the series, Gerald L. Maatman Jr. focuses on the success factor of the plaintiffs' bar in class certification rulings in 2021.

In part three of the series, Gerald L. Maatman Jr. details how government enforcement litigation shifted in 2021, with changes representing a significant shift in philosophy and practice.

In part five of the series, Gerald L. Maatman Jr. outlines the ways in which workplace arbitration programs continued to have a profound impact on workplace class action litigation in 2021.

In Vangas v. Montefiore Medical Center, 2016 WL 2909354 (2d Cir. May 19, 2016), the Second Circuit affirmed the district court's holding that an employer is not liable for failing to provide a COBRA notice to a terminated employee under ERISA § 502(c) where the employer followed reasonable procedures to ensure that notices were properly mailed.

Ray Batarse sued the SEIU for race discrimination, among other things, associated with the termination of his employment.

The Supreme Court has agreed to review a decision out of the Third Circuit, Genesis Health Care Corp. v. Symczyk, 656 F.3d 189 (3rd Cir. 2011), where the court held that an employee may proceed with a collective action under the FLSA despite rejecting a Rule 68 Offer of Judgment which would have made the plaintiff whole.

We are excited to announce the 15th edition of Seyfarth Shaw's publication Litigating California Wage & Hour and Labor Code Class Actions.

In this podcast recorded at Ogletree Deakins' national Workplace Strategies seminar, our panel analyzes microaggressions in the workplace and how they can have detrimental effects on workplace...

A federal district court in California determined that a hotel employee was not entitled to have his claims of national origin discrimination and retaliation go to a jury, because the employee could not show that he was performing his job adequately or that others outside his protected class were treated more favorably, and further could not show that the employer’s stated reason for termination.

Today's post allows anyone who missed the event to see Erin's entire presentation.