In May, the Minnesota Earned Sick and Safe Time law (ESST) was enacted, which created a universal state-run paid family and medical leave program effective Jan. 1, 2024.

California employers should be prepared to comply with several new laws that take effect on July 1, 2014.

For years, employers operating in California have relied on employee meetings as a routine and effective way to share their perspective with employees on union drives, ballot measures, and other significant workplace...

The Hartford, Conn. regional office of the National Labor Relations Board (NLRB) has filed a complaint alleging that American Medical Response of Connecticut, Inc. illegally terminated an employee who posted negative remarks about her supervisor on her personal Facebook page.

Apparently continuing the National Labor Relations Board’s (NLRB) recent aggressive pro-union agenda, the NLRB’s General Counsel has directed Regional Directors to include in every document settling an NLRB proceeding mandatory language where the employer in effect agrees in advance that if it is even accused of violating the agreement, all of the prior charges against it have merit.

Recent NLRB actions on at-will disclaimers have left employers perplexed about their ability to use these routine HR disclaimers.

The Ohio Bureau of Workers' Compensation (BWC) has changed its billing process to a prospective model versus the previously retrospective model.

In a move that affects every U.S. business with 100 or more employees, the federal OMB has leveraged the PRA to direct the EEOC to immediately stay the effectiveness of the EEO-1 form issued Sept. 29, 2016...

On January 15, 2026, OSHA issued a final order extending the compliance dates in its Hazard Communication (HazCom) Standard (29 CFR 1910.1200(j)(2)(i)-(3)(ii)) by four months.

A newly filed proposed class action in the Northern District of California could serve as an early test case on how child labor and wage laws apply to digital platforms.

Since 2013, the EEOC has consistently taken the position that Title VII prohibits sexual orientation discrimination.

Executive, administrative and professional (EAP) employees are exempt from overtime pay if they perform certain duties and earn at least a certain salary.

In a unanimous decision, the Court held Lane’s testimony exposing government corruption is entitled to First Amendment protection.

As we sometimes do, we turn our attention to one of the monthly surveys from the Ohio-based Employers Resource Association (ERA).

In this series, we will explore some of the ways states vary from one another in their employment laws.

Twenty-seven states and the District of Columbia impose restrictions on private employers' use of polygraph tests, but these limitations vary significantly in scope and application. From Massachusetts's broad definition of "lie detectors" that may encompass AI interview analysis to Virginia's narrow prohibition on questions about sexual activities, employers face a complex patchwork of regulations.

You have an employee who did not show up to work today and did not call in to report their absence. You hear other workers whispering about why the employee is missing.

In this series, we will explore some of the ways states vary from one another in their employment laws.

I have written before about state non-compete laws, and Bill Nolan and I hosted a webinar in September 2025 highlighting some of the differences in state restrictive covenant statutes...

It's that time of year again when the Bureau of Labor Statistics (BLS) releases its annual report detailing, at least numerically, where unions stood in America in 2024.