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Recently, the U.S. Department of Labor (DOL) released general information to guide employers on the break time requirements for nursing mothers in the Patient Protection and Affordable Care Act ("Act"), which became effective on March 23, 2010, and amended Section 7 of the Fair Labor Standards Act (FLSA).

The U.S. Department of Labor’s (DOL) 2010 spring regulatory agenda includes proposals containing bold new compliance burdens on employers.

On July 30, Governor Quinn signed the Wage Theft Enforcement Act, S.B. 3568. The new law heightens criminal penalties for violations of the Wage Payment and Collection Act, making willful failure to pay wages due under the Act a class B misdemeanor for amounts of $5,000 or less, and a class A misdemeanor for larger amounts.

Although the U.S. Department of Education recently delayed issuing a final rule that will govern for-profit colleges, it clarified on Friday that it plans to implement the regulation on the same timeline as initially planned.

The U.S. Equal Employment Opportunity Commission recently filed a lawsuit under the Americans With Disabilities Act, alleging that Resources for Human Development, Inc. (RHD) illegally fired an employee because of her obesity. The lawsuit is pending in federal district court in Louisiana.

On Friday, April 19, the Department of Education released new Title IX regulations, which will be effective August 1, 2024. As expected, the new regulations mark a significant departure from the 2020...

On Wednesday, June 15, 2011, the Department of Homeland Security’s Immigration and Customs Enforcement (ICE) agency notified 1,000 employers that their personnel records will be audited by federal investigators to determine their compliance with employment eligibility verification laws.

On January 3, 2011, the United Autoworkers (UAW) issued a set of "Principles for Fair Union Elections" as it prepares to launch an organizing campaign targeting employees who work at foreign-owned auto manufacturing plants in the United States.

The Seventh Circuit Court of Appeals recently raised the bar for proving retaliatory discharge claims under Illinois common law in federal court, holding that a plaintiff cannot prevail based solely on evidence that the employer’s stated reason for the discharge was false.

A federal district court in Maryland recently granted a staffing company summary judgment on the claim that its recruiters should have been paid overtime and were improperly classified as overtime exempt.

Recently, the National Labor Relations Board decided that a union’s positioning of a giant inflatable rat near the entrance of a construction project at an acute care hospital where neutral employers worked (i.e., those with whom the union has no labor dispute) does not violate the National Labor Relations Act.

In a case that should serve as a strong incentive for employers to review and update their electronic communications policies, the New Jersey Supreme Court recently held that an employer was not entitled to read a series of e-mails between an employee and her attorneys, even though the e-mails were stored on the employee's company-issued laptop.

In Spoerle v. Kraft Foods Global, Inc., the Seventh Circuit Court of Appeals recently held that Wisconsin employers must pay employees for pre- and post-shift activities,

The Illinois Family Military Leave Act allows eligible employees who are the spouse or parent of a person called to military service to take unpaid leave during the family member's military service.

Last week, the Acting General Counsel for the National Labor Relations Board issued new guidelines to all field offices regarding injunctive relief under section 10(j) of the National Labor Relations Act.

Effective January 1, 2011, a new law signed today by Illinois Governor Pat Quinn will strictly limit employers' ability to obtain and use credit history information regarding employees and applicants.

On April 23, 2024, the U.S. Department of Labor issued final regulations updating the minimum salary threshold for employees to be considered exempt from overtime requirements under the Fair Labor Standards Act.