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On January 20, 2021, an expanded five-judge panel of the Massachusetts Appeals Court issued its opinion in Terence Meehan v. Medical Information Technology, Inc.,

The Massachusetts Supreme Judicial Court recently issued a decision holding that managers of a limited liability company (LLC) could be held individually liable, civilly or criminally, for the payment of employees’ wages.

On May 4, 2017, New York City Mayor Bill de Blasio signed legislation (effective as of October 31, 2017), which makes it illegal for New York City employers to inquire about a job applicant's salary...

The National Labor Relations Board ("Board") yesterday proposed significant amendments to procedures in representation cases involving secret ballot elections. According to the Board, the proposed amendments are intended to "remove unnecessary barriers to the fair and expeditious resolution of questions concerning representation" and, if adopted, will streamline pre- and post-election procedures, facilitate electronic communications and document filing, and reduce unnecessary litigation.

On June 23, 2015, in a 6-1 decision, the New Jersey Supreme Court affirmed the denial of Ivonne Saavedra's motion to dismiss a criminal indictment against her for absconding with her employer's confidential documents.

New Jersey’s Appellate Division has rejected two Atlantic City nightclub workers’ attempts to artfully plead their way around preemption.

A new Washington law (SB 6027) impacts the scope of discovery of a plaintiff's medical records in litigation brought under Washington's Law Against Discrimination ("WLAD").

The New York Assembly passed a bill limiting the use of arbitration provisions for employment claims by businesses that contract with New York State.

Effective February 10, 2020, the top ten members of an out-of-state limited liability company ("LLC") can be held personally liable for violations of New York's wage and hour laws.

The NLRB's Office of the General Counsel declined to issue a complaint against Northwestern University for certain football team rules despite finding those rules violative of the NLRA.

On January 3, 2012, the National Labor Relations Board (NLRB) held in D.R. Horton that a mandatory arbitration agreement between an employer and its employees violated the National Labor Relations Act (NLRA), because it required employees to waive their rights to participate in class or collective actions.

When the employer refused to comply with the improperly served subpoena, the NLRB and the union filed an action in federal court to enforce the subpoena.

The National Labor Relations Board (NLRB) has sued the State of Arizona seeking to invalidate a state constitutional amendment guaranteeing workers the right to hold a secret-ballot election before a company can be unionized.

In Guilfoyle v. Dollar Tree Stores, Inc., a federal district court in California held that an employer was unable to meet the "primarily engaged in" requirement of the executive exemption test.

The Occupational Safety and Health Review Commission is inviting public comment on a proposal to create an alternative dispute resolution program at the agency's case review level.

It is helpful to have this clarification, even if perhaps this is not the news employers have been eagerly awaiting.

In the quest to expand liability for real and imagined violations of employment laws, the latest target for plaintiffs’ lawyers and unions is the "joint employer."