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California employers that hire temporary workers now share liability with staffing agencies for certain violations of the state's labor laws.

According to a new California Supreme Court opinion, once an employee claiming discrimination demonstrates that a discriminatory reason for his or her termination substantially motivated an adverse employment decision, the employer is entitled to show that a legitimate, non-discriminatory reason would have led it to make the same decision.

While claims brought directly under Section 1278.5(g) do not entitle the parties to a jury trial on that claim, this does not foreclose a jury trial on a related claim for wrongful termination in violation of public policy.

The California Supreme Court's recent decision in Kilby v. CVS Pharmacy/Henderson v. JPMorgan Chase has clarified the state's standards concerning when employers must provide suitable seating to their employees.

Employers want to hire the best candidates for their job. However, in utilizing certain hiring standards, employers may be having a "disparate impact" that inadvertently discriminates...

Love him or hate him, Donald Trump's election rhetoric, both in the news and in social media, has us wondering what he will say next.

In appealing the order denying class certification, the plaintiffs argued that California's "death knell" doctrine applied, rendering the order readily appealable.

Real World Impact: In light of recent government actions directed at ensuring educational institutions protect their faculty and staff, as well as students, from antisemitism, such employers should ensure they are familiar with their obligations under federal law and that they have policies and practices in place to protect their employees and students.

It is the annual Christmas episode of The Office, and it’s bittersweet as Jim and Pam talk about how this will be the last Christmas party for the both of them at Dunder Mifflin Scranton–much like it will be our last Christmas show with this group.

Say what you will about Elon Musk, but the man doesn't shrink from a challenge.

In a series of investigations and subsequent court actions, HR professionals have been identified as being potential targets for investigation of allegations of violations of antitrust laws...

Executive Summary: The U.S. Department of Labor (DOL) issued two Fair Labor Standards Act (FLSA) opinion letters on January 7, 2020, addressing questions regarding overtime calculation for ...

A recent Consent Decree between the Equal Employment Opportunity Commission (EEOC) and Lago Mar Properties stands as an important reminder that the Pregnant Workers Fairness Act (PWFA)...

In accordance with the Obama administration's efforts to combat a perceived gender gap in compensation, the EEOC has proposed revising the EEO-1 to require employers to provide information on employee earnings and hours worked...

The Equal Employment Opportunity Commission has published a revised proposed rule to collect summary pay data from employers that file EEO-1 reports. The EEOC originally published a proposed rule to collect pay data in February 2016.

: The Eleventh Circuit recently held that a manager who voices her disagreement with the way her employer handles an internal investigation into an allegation of sexual harassment is not engaged in protected activity under Title VII. See Brush v. Sears Holding Corp. (11th Cir. March 26, 2012) (unpublished).

Beginning January 1, 2013, employers must use the revised forms issued by the Consumer Financial Protection Bureau (CFPB) in November 2012 to conduct background checks under the Fair Credit Reporting Act (FCRA).