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This is a move to return to the standard for the determination of whether an entity is a "joint employer" that existed before the NLRB ruling.

Alan W. Faigin worked as an in-house attorney for Fremont General Corporation (which later became Signature Group Holdings) for 17 years before his employment was terminated for cause in March 2008.

Russell argued that the district court erred by not providing him with a "reasonable opportunity" to conduct discovery and present evidence on the issue of whether he knowingly and voluntarily consented to the severance agreement.

Here are the facts – an applicant applies for a job and is given a conditional offer of employment.

Seyfarth Synopsis: Yesterday's blog closely examined pivotal rulings by the U.S. Supreme Court in 2018, which was the first trend of the 15th Annual Workplace Class Action Report (WCAR).

On Thursday, September 21, 2006, a full panel of the Ninth Circuit overturned two previous federal court decisions and determined that the National Labor Relations Act does not preempt California Assembly Bill 1889.

On December 31, 2016, the Federal District Court for the Northern District of Texas issued a nationwide injunction blocking the implementation or enforcement of Section 1557's provision extending the definition of sex discrimination to gender identity.

The Court of Appeals of New York recently held that the Faragher/Ellerth affirmative defense, which is available to employers under federal and New York state law for claims of sexual harassment, is not available under the New York City Human Rights Law ("NYCHRL").

A California Court of Appeal reversed a $43 million judgment in a misclassification case, finding the trial court committed multiple prejudicial errors in handling class certification and trial procedures. The appellate court criticized the trial court's approach to representative testimony, affirmative defenses, and the appointment of a referee without party consent, while also addressing proper calculation methods for PAGA penalties in a related case.

Techno Lite employees Scott Drucker and Arik Nirenberg entered into an agreement with Techno Lite not to compete with Techno Lite while they were still employed with that company.

Partner Alok Nadig shares his personal and professional journey from childhood through law school and big law to his current role as Discrimination and Harassment Practice Group Co-Chair. He explores the intersection of LGBTQ+ advocacy, employment discrimination law, and innovative legal strategies that define his practice at Sanford Heisler Sharp McKnight.

Hold the iPhone —a recent lawsuit by a group of Chicago police officers should have employers on high alert—at least those who permit, officially or not, non-exempt employees to do anything business-related on a mobile device.

Partner Andrew Macurdy discusses his career trajectory from federal prosecutor to civil rights attorney, including his role in a high-profile gender discrimination case.

A district court in West Virginia recently held that retirees were not entitled to lifetime health benefits under the clear and unambiguous language of the relevant collective bargaining agreements.

In a recent landmark decision, the Seventh Circuit Court of Appeals became the first federal court of appeals in the nation to rule sexual orientation claims are actionable under Title VII of the Civil Rights Act of 1964.

Agreements between companies who compete for employees have always been subject to antitrust scrutiny. But recently, "no-poach" agreements

Steven Ludwig was featured in the Law360 article, "Attorneys React To High Court's EEOC v. Abercrombie Ruling." Full text can be found in the June 1, 2015, issue, but a synopsis is below.

An amendment to the Fair Labor Standards Act ("FLSA") exempts from its overtime requirements "any salesman, partsman, or mechanic primarily engaged in selling or servicing automobiles, trucks, or farm implements."