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In Reliable Fire Equipment Company v. Arredondo, No. 111871, 2011 WL 6000743 (Ill. Dec. 1, 2011), a unanimous Illinois Supreme Court reaffirmed that Illinois courts must consider whether an employer has a legitimate business interest in need of protection when determining the enforceability of restrictive covenants, including non-competition agreements.

Last month, Minneapolis adopted several amendments to the city's anti-discrimination ordinance, substantially expanding the law's protections.

The Occupational Safety and Health Administration's (OSHA) revised Hazard Communication Standard (HCS) compliance deadline of Monday, June 1, 2015, is fast approaching.

California’s Department of Industrial Relations (DIR) announced the Jan. 1, 2012 launch of yet another task force focused on prosecuting California employment law violations.

Governor Mitch Daniels recently signed into law a bill that will impose new restrictions on an Indiana employer's ability to monitor employee gun possession. Under the new law, employers may not require an applicant or employee to disclose information about whether he or she owns, possesses, uses or transports a firearm or ammunition.

As expected, and as we reported in our last Labor and Employment Alert on the subject, the Employee Free Choice Act (EFCA) is not dead—even though Congress refuses to pass it—because the National Labor Relations Board (NLRB) appears intent on administratively adopting the key provisions of EFCA.

The National Labor Relations Board (NLRB) has filed suit against a non-union not-for-profit company in Buffalo, New York, after the not-for-profit fired five employees for off-duty complaints posted on their personal Facebook sites.

While the Occupational Safety and Health Act sets the minimum requirements for workplace safety, employers must remain mindful that state and local regulations may impose more rigorous standards.

The U.S. Court of Appeals for the Eleventh Circuit recently affirmed a district court decision in favor of a police officer who argued that her employer failed to accommodate her so she could breastfeed.

The National Labor Relations Board has reversed a controversial 2023 precedent that protected employee outbursts involving profane and abusive language toward management during protected workplace activities. This significant policy shift restores employers' ability to discipline employees for aggressive conduct, even when engaged in activities like complaining about working conditions, marking a departure from standards that previously forced reinstatement of workers who used extreme profanity against

BNA Bloomberg and Law360 are reporting that National Labor Relations Board (NLRB) Chairman Philip Miscimarra is stepping down when his current five-year term expires in December rather than seeking reappointment.

A school district's decision to eliminate a teacher's position while the teacher was out on Family Medical and Leave Act (FMLA)...

NLRB case law has long held that while "full" strikes constitute protected activity under the NLRA, intermittent strikes (a pattern of going out, coming back, going out again) generally are unprotected.

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

There is an ongoing trend of states passing laws for the benefit of women's health and wellbeing.

Rhode Island amended its fair employment practices law on June 24, 2025, to require accommodation of menopause-related conditions.

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