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A 2016 University of Florida Study found that the percentage of shrink caused by employee theft was "only" 30 percent.

Kosteckyj v Paramount Resources Ltd, 2022 ABCA 230 is an important Alberta Court of Appeal (ABCA) decision relating to constructive dismissal, as it assesses the timing of an employee's objection...

Employers are all too familiar with the consistent erosion of the employment-at-will doctrine.

On July 18, 2005, the California Supreme Court entered its decision in the case entitled Miller v. Department of Corrections (2005) 36 Cal.4th 446. The decision significantly expands potential employer liability for sexual harassment claims.

The widespread adoption of remote work has disrupted longstanding assumptions regarding which state’s employment laws govern a particular worker.

On April 21, 2026, the Ninth Circuit Court of Appeals affirmed the National Labor Relations Board’s (“Board”) issuance of bargaining orders in Cemex Construction Materials Pacific, LLC v. NLRB.

The Texas Supreme Court has ruled that employers may lawfully terminate employees whose physical or mental conditions impair job performance, even when those conditions qualify as disabilities under state law. This landmark decision provides critical guidance for safety-sensitive positions while emphasizing the need for documented, objective evidence linking a disability to actual job impairment rather than assumptions or stereotypes.

Employers offer enhanced severance benefits in exchange for a release of claims by departing employees in order to avoid litigation. In two recent cases, however, an employer that thought it had "bought peace" with a departing employee instead found out that the employee’s release of claims was invalid and the employee could still sue.

Michaelin Higgins-Williams worked as a clinical assistant in Sutter's Shared Services Department. Higgins-Williams reported to her treating physician that she was stressed because of interactions at work with human resources and her manager.

Ongoing economic uncertainty is forcing many companies to make tough decisions, which includes lowering staff levels. The legal landscape on both the state and federal level also...

This comprehensive analysis examines recent federal appellate court decisions addressing critical employment law issues, including racial harassment prevention, FMLA medical certification authentication, hostile work environment standards, disability discrimination claims, and ERISA fiduciary duties. The cases provide important guidance on employer obligations and defenses across multiple circuits, offering practical insights into how courts evaluate evidence of discrimination, retaliation, and accommodatio

The National Labor Relations Board (NLRB or the "Board") continues to address the scope of permissible employer policies and workplace rules through guidance issued by its General Counsel and in Board decisions.

Employees who are underperforming or having problems at work often perceive – and correctly so – that many employers are afraid to discipline a worker who has complained of discrimination because that employee may then charge the employer with retaliation.

In a troubling case for employers, a California court of appeal held in Pantoja v. Anton that it was prejudicial error for a trial court to exclude so-called "me too" evidence of sexual harassment of other employees.

The retailer Dillard’s had an attendance policy with provisions commonly found in other attendance policies.

On October 9, 2020, in Matthews v. Ocean Nutrition Canada Ltd., 2020 SCC 26, the Supreme Court of Canada (SCC)—the highest court in the country—released a highly anticipated decision in an employee's

Welcome to our July update, where we highlight some of the latest developments in employment law. In this edition, we consider two recent cases. We also summarise recent and forthcoming changes in employment legislation...