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One of your sales managers steps into your office and closes the door. "Boss, you're not going to believe what Mary, that new sales person, has said about you on her Facebook page."

One important question that arises when determining whether an individual is eligible for the COBRA premium subsidy under the American Rescue Plan Act of 2021 ("ARP")...

In Part 1 of our series on reductions in force (RIFs) in the Asia Pacific, we addressed the importance of planning and strategy timing.

The National Labor Relations Board ("NLRB") ruled last month that an employer's termination of non-unionized employees who had appeared on a television newscast wearing their uniforms while making disparaging statements about the employer violated the National Labor Relations Act ("NLRA").

The National Labor Relations Board has once again shifted its approach to evaluating offensive employee conduct in the workplace, abandoning context-specific standards in favor of the traditional Wright Line framework. This latest reversal marks the third major change in NLRB policy within six years, creating significant implications for how employers can discipline employees who engage in profane or inappropriate behavior during protected activities.

On December 10, 2020, the New York City Council amended New York City's Fair Chance Act (FCA), also known as the "ban the box" law.

In Carmona v. Resorts International Hotel, No. A-83-05 (February 21, 2007), the New Jersey Supreme Court held, in a case of first impression, that a plaintiff asserting a statutory retaliation claim under the New Jersey Law Against Discrimination ("LAD") must prove, as part of the prima facie case, that an initial complaint was filed reasonably and in good faith, and that an unreasonable, frivolous or bad-faith complaint is an insufficient basis to establish a LAD retaliation claim.

Layoffs in the technology sector continue to dominate headlines. Reports cite numbers already in the six figures as of early March 2023.

If you believe your employer is treating you unfairly, the steps you take next are critical. Before you sign anything or speak out, understand your rights. Learn how to protect yourself and build a potential case.

When an employer documents that an employee's National Guard obligations are the reason for demotion or termination, it creates overwhelming evidence of discrimination under federal law. This case reveals how the Department of Justice approaches USERRA enforcement against private employers and what triggers federal litigation. The consent decree imposed extensive compliance obligations that extended far beyond monetary damages, demonstrating the lasting consequences of explicitly linking adverse employment

A third post, to come later this week, will address recent federal court cases construing the FCA.

On August 26, 2020, the Court of Appeals for the Third Circuit held that the Bankruptcy Code does not require subordination agreements to be strictly enforced...

In the complex world of running a business, there's a ticking time bomb that many owners overlook: employment litigation. It's not just about big corporations anymore - small and medium-sized...

Sending a strong message of enforcement and the potential consequences for violations of the National Labor Relations Act

One of the many challenges for employers is that, occasionally, employees must be terminated. Unfortunately, sometimes those former employees claim to have been terminated illegally...

In a flurry of activity this spring, the state of Montana implemented several changes to how employers may do business in Montana.

During a time when students and educational institutions are struggling to effectively conclude the spring semester through various distance-learning platforms due...

In April, we hosted a webcast focused on the key issues facing UK employers in response to the COVID-19 pandemic.