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Sen. Robert A. Taft, our firm's namesake, introduced the Taft-Hartley Act in the Senate.

Elaine Benes loved poppy seed muffins. That is, until she failed a drug test at work for opium. That's right. As Peterman said, "White Lotus. Yam-yam. Shanghai-Sally."

On December 13, 2022, in a 3-2 decision, the National Labor Relations Board (NLRB or the Board) added consequential damages as a "make-whole" remedy for unfair labor practices,...

The International Longshoremen's Association (ILA) ended its strike across the East Coast and Gulf Coast ports after reaching a tentative wage agreement with the U.S. Maritime Alliance (USMX).

Administrations, including "pre-packs", are not capable of constituting "insolvency proceedings...instituted with a view to the liquidation of the assets of the transferor" within the meaning of Regulation 8(7) of TUPE.

Wisconsin’s court of appeals, in a published opinion written by Judge Reilly, recently decided that undocumented workers are protected by Wisconsin’s Family and Medical Leave Act.

Under the National Labor Relations Act, certain union activities are considered "protected."

Following his termination from employment, the chief medical officer of a large international company filed a complaint alleging the company's decision was the unjust result of his whistleblowing activities.

Virginia already precludes covenants not to compete with “low-wage employees” who earn less than the average weekly wage in Virginia or who are not exempt from overtime under the federal Fair Labor Standards Act.

The Supreme Court of Virginia, in Francis v. National Accrediting Commission of Career Arts & Sciences, Inc., No. 160267, reaffirmed that the public policy exception to Virginia's employment at-will doctrine is a narrow one.

The recent case of Carroll v. Comprehensive Women's Health illustrates the importance of circumstances and perception when terminating a "sympathetic" employee.

The federal court for the Northern District of California recently declined to dismiss a former Al Jazeera International employee's constructive wrongful termination claim against the news outlet...

So a "problem employee" has resigned before you had to terminate him. Your problems are over, right? No employee who has resigned can bring a claim against her employer, can she?

All private sector employers that maintain mandatory employment arbitration policies for nonunion employees should review those policies as a consequence of the recent decision of the National Labor Relations Board ("the Board" or NLRB) in U-Haul Co. of California, 347 NLRB No. 34 (2006).

It was apparent within hours of Kevin Ollie's firing five months ago that UConn officials and the former coach would not have a clean separation with $10 million still on the line.

The Ninth Circuit held that the FAA preempts state law wrongful termination claims where the factfinder would need to intrude upon the field of aviation safety.

On June 14, 2004, the U.S. Supreme Court, in an 8-1 decision, held that a claim of constructive discharge is not necessarily a tangible employment action preventing an employer from raising the Ellerth/ Faragher affirmative defense. The Court resolved the disagreement among the circuits regarding this issue and found that the Third Circuit Court of Appeals had erred in declaring the Ellerth/Faragher affirmative defense never available in constructive discharge cases.

The Kentucky Court of Appeals recently held that a hospital acted lawfully in terminating the employment of a nurse for violating the Health Insurance Portability and Accountability Act of 1996 (HIPAA).