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John McGrory sued his former employer, alleging he was unlawfully retaliated against for being uncooperative and deceptive during a company investigation into allegations that he had discriminated against a subordinate employee on the basis of her gender and sexual orientation.

The arbitration agreement in Capili contained several substantially unconscionable provisions—including a forum selection clause that designated Indiana as the forum for disputes for California employees...

Elvia Velasco Jimenez asserted claims under the FEHA against her "contracting employer," a manufacturing company named U.S. Continental Marketing Inc. ("USCM")

In a recent Federal District Court OSHA 11(c) retaliation case, Perez v. Sandpoint Gas N Go, 14-cv-357 (9-29-2015)...

In this case, the whistleblower had contacted OSHA in 2012 to complain about workplace safety issues.

U.S. Bank ("USB") appealed a $15 million judgment that was entered against it following a bifurcated bench trial.

We recently updated a 15-page brochure that summarizes California's unique employment law requirements. And it's completely free.

Under the National Labor Relations Act ("NLRA"), the National Labor Relations Board may not certify a union to represent a bargaining unit if the union admits into membership both guards and non-guards.

In E.M.D. Sales, Inc. v. Cabrera, the Supreme Court unanimously held that a preponderance of the evidence standard applies when an employer must demonstrate...

34th Annual Parsons Behle & Latimer Employment Law Seminar 16 June 2022.

The Courts have recently addressed the issue of whether an employee is entitled to an enhanced redundancy payment based on the custom and practice of the employer.

The U.S. Departments of Labor, Homeland Security and Justice have announced that significantly higher civil fines will be assessed against employers who commit Form I-9 and E-Verify violations.

On May 20, 2010, the Federal Register published the final rule detailing the contents of a notice federal contractors and subcontractors must post, advising employees of their rights under the National Labor Relations Act ("NLRA").

As we reported previously [here], Assembly Bill 51, which would impose criminal penalties upon employers ...

A California Court of Appeal held that an employer’s attempt to shorten the one year statute of limitations was against public policy and unenforceable.

On November 13, 2014, the Fifth Circuit handed down its opinion in Coffin v. Blessey Marine Services, Inc., No. 13-20144, 2014 WL 5904734 (5th Cir. Nov. 13, 2014). The opinion addressed several key factors related to the FLSA’s seaman exemption.

Written by Wendy McGuire Coats, Todd Scherwin and Karl Lindegren, the article, "Encino: Deference challenged & ‘fair' is back,"

Overturning 40 years of precedent, the Tenth Circuit Court of Appeals has ruled that an employee's failure to file an EEOC charge does not necessarily bar consideration of a private discrimination lawsuit.