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An industry standard known as the FINRA Form U-5 is the personnel report used in the securities business to explain the reason for termination of a FINRA-registered...

The US District Court for the District of Columbia recently dismissed a former university employee’s claims under the District of Columbia Human Rights Act.

Her job duties included assessing, diagnosing, and treating patients under the supervision of a physician.

The NLRB's Division of Advice recently cleared an employer of unfair labor practice charges after firing two employees who organized a political protest on company property. The decision hinges on whether the protest constituted protected concerted activity under the NLRA, with the agency finding the connection to workplace concerns too attenuated. In a significant footnote, General Counsel Crystal Carey signaled her intent to overturn recent precedent that protected activity with "an objective" the NLRA pr

On October 2nd, the Second Circuit affirmed an order of the District of Connecticut compelling a plaintiff to arbitrate her claims against her former employer under the whistleblower provision of Sarbanes-Oxley Act ["SOX"], 18 U.S.C. § 1514A.

When we last visited (here) the long-running Bayer versus Belmora battle over the mark FLANAX, the U.S. Court of Appeals for the Fourth Circuit had reversed and remanded the case to the U.S. District

In the last several years many employers have incorporated arbitration agreements in their employment policies and handbooks. These agreements request that employees waive their right to judicial relief for employment-based disputes and require arbitration of all employment-related claims.

Nichole Wright-Gore, a supply clerk in a non-union nursing home, had a bad hair day. To hide her embarrassment, she wore a hat.

Jabari Jumaane, an African-American firefighter with the Los Angeles Fire Department, sued the City of Los Angeles for racial discrimination, harassment and retaliation.

In a recent decision, a federal trial court in Illinois allowed an employee's tortious interference claim to continue against his former employer alleging it had exaggerated the reach...

In a recent appeal to the Divisional Court of Ontario's Superior Court in Shete, Lada, and Chung v. Bombardier Inc., 2019 ONSC 4083.

In a ruling that could leave employers fuming and possibly cursing, a federal appellate court ruled that an employee who used a public Facebook page to curse out not just his boss...

Because the Sarbanes-Oxley Act (SOX) is still fairly new, federal courts are just now being asked to decide what kinds of activities will be considered "protected" for purposes of triggering a whistleblower claim under the statute. A Michigan district court managed to duck the issue recently when it held that, even assuming the former employee had satisfied the "protected activity" requirement, he had failed to establish a causal connection between those activities and his termination.

It is common for employers to bring on employees for limited term employment, where work may not be ongoing.

Performance Improvement Plans can serve as legitimate tools for addressing employee deficiencies, but they may also mask discriminatory or retaliatory motives, particularly when issued following protected workplace activities. Understanding how to evaluate a PIP's accuracy, achievability, and timing is crucial for employees who find themselves subject to these formal performance reviews.

This spring, California employers received two rare and substantial victories, alleviating some of the burden caused by frequent and costly wage and hour claims that plague California businesses.

We invite you to review our newly-posted January 2016 California Employment Law Notes, a comprehensive review of the latest and most significant developments in California employment law.

Joint-Employer Extension. This week the National Labor Relations Board (NLRB) further extended the deadline for submission of comments in response to its proposed joint-employer rulemaking.