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I love to litigate employment disputes. And restrictive covenant cases are at or near the top of my list. They are fast-paced, usually well-lawyered on both sides, and lucrative.

The Equal Employment Opportunity Commission, enforcer of federal anti-discrimination laws, settled a case with one employer that allegedly failed to hire a female applicant, who possessed equal or more experience than male applicants, because the position required the applicant to lift and move heavy objects.

On February 21, the National Labor Relations Board decided (here) that nondisparagement and confidentiality provisions in a severance agreement that businesses give to employees are unlawful.

I've got some ‘splaining to do before we get into the meat and potatoes.

It depends. If an employee signs a severance agreement, you want them to provide a general release in exchange for whatever consideration the company is providing.

Litigators often counsel witnesses to answer, "I don't recall," rather than guess or speculate the response to a question at a deposition. But, sometimes, that approach can backfire.

I didn't even have to go to law school to figure that out. Unfortunately for a plaintiff and her lawyer, they learned this lesson the hard way.

Fair Labor Standards Act lawsuits aren't exactly fodder for Silver Screen blockbusters.

In my many years of practicing employment law, I've seen hostile work environment accusations leveled against owners, supervisors, co-workers, subordinates, customers, vendors, and many others.

Democrats and Republicans don't often see eye to eye on new employment legislation. Except, it seems, when Gretchen Carlson spearheads the effort to get these new bills passed.

Sometimes, when deciding whether to blog about a recent federal court decision, I skip the "Factual Background" section and go right to the "Discussion."

They were so bad that a federal judge applied a rarely-used rule of civil procedure to consider summary judgment on its own after identifying for the parties material facts...

During Thanksgiving week, I blogged about a Seventh Circuit decision and what makes a plaintiff alleging discrimination "similarly situated" to another employee outside of the plaintiff's protected class...

Yesterday's parting shot advised employers — not legal advice, mind you — that well-documented termination decisions are much better than "take my word on it, we should just fire him."

The Fair Labor Standards Act can present a minefield for even the savviest wage-and-hour gurus. Last night, I read a Pennsylvania federal court decision that helps clarify when employers can...

If you're in Human Resources, you've probably dealt with this issue before.

Trade secrets are some of the most valuable intellectual property assets in the world. Many companies owe substantial growth in their market value to their trade secret assets.