When there is a willful violation to the Fair Credit Reporting Act (”FCRA”) consumers can recover either actual damages sustained by the consumer or statutory damages of no less than $100 and not more than $1000. (Punitive damages and attorney fees also are available). There has been a trend in the district courts examining whether plaintiffs must prove that they suffered actual damage in order to recover statutory damages. Since 2007 several Circuits have reviewed this argument and each has explained that the provision for statutory damages does not require a showing of “actual damages.” The Eleventh Circuit is the most recent to weigh in on this question in Santos v. Healthcare Revenue Recovery Grp., and agrees with its sister Circuits.
Tyson Foods, Inc. (“Tyson”) is no stranger to religious accommodation lawsuits over the impact of its COVID-19 vaccine mandate given its continued efforts to operate through the height of the pandemic in 2021—but the battle just heated up with a proposed class action complaint filed in the Eastern District of Arkansas.
In Harris et. al. v. Medical Transportation Management, Inc. et. al., the D.C. Circuit Court of Appeals held that a putative class cannot be certified as an “issue” class under Rule 23(c)(4) without also satisfying the requirements in Rule 23(a) and (b). This ruling is important because it prohibits putative classes from using the “issue” class mechanism of Rule 23(c)(4) to skirt the important procedural requirements in Rule 23(a) and (b) that are meant to protect both the litigants and absent parties. The court also encouraged the use of the partial summary judgment mechanism, rather than Rule 23(c)(4), to resolve discrete legal issues common to many class members.
On May 19, 2023, the United States Court of Appeals for the Sixth Circuit became the second circuit court to reject a familiar two-step certification procedure for collective actions under the Fair Labor Standards Act (FLSA). In Clark v. A&L Home Care and Training Center, LLC, the court held that FLSA plaintiffs who seek to represent other employees in a collective action must demonstrate a “strong likelihood” that other employees they seek to represent are “similarly situated” to the lead plaintiffs.
Last week, the Ninth Circuit issued a decision holding that California employers can require employees to enter into mandatory arbitration agreements as a condition of their employment. In the decision, Chamber of Commerce v. Bonta, No. 20-15291 (9th Cir., Feb. 15 2023), a three-judge panel reversed the Ninth Circuit’s own prior decision and found that Assembly Bill 51 (AB 51), which sought to impose criminal and civil penalties on employers who require employees to enter into such agreements, is preempted by federal law.
In January 2021, the Ninth Circuit upheld a 2018 ruling by the Federal Motor Carrier Safety Administration (“FMCSA”), which found that federal law preempts California state meal and rest break laws as applied to drivers of property-carrying commercial motor vehicles. A few months later, the United States Supreme Court denied a petition challenging the Ninth Circuit’s decision. We previously wrote about the Ninth Circuit’s ruling, and the Supreme Court’s denial, in a post that you can read here.
In a recent ruling, the U.S. District Court for the Northern District of Illinois determined that a bartender’s evidence – affidavits from herself and her supervisor – were insufficient to obtain conditional certification on her Fair Labor Standards Act (“FLSA”) claim. Plaintiff Alexa Roberts brought suit against One Off Hospitality Group and several of its restaurants and management personnel (“Defendants”) alleging that she was deprived of wages and overtime compensation in violation of the FLSA, the Illinois Minimum Wage Law (“IMWL”), and the Illinois Wage Payment and Collection Act (“IWPCA”). Plaintiff alleged that she was required to clock in and out at the times of her scheduled shift even if she worked in excess of those times so that Defendants would not have to pay overtime. She further alleged that Defendants were aware that other employees were also working off the clock.
On June 15, 2022, the U.S. Supreme Court issued its decision on Viking River Cruises, Inc. v. Moriana (Case No. 20-1573) reversing the California Court of Appeal’s decision to affirm the denial of Viking’s motion to compel arbitration Moriana’s “individual” PAGA claim and to dismiss her other PAGA claims.
On October 4, 2021, the United States Supreme Court denied certiorari on a petition challenging the Ninth Circuit’s ruling that California’s strict meal and rest period rules do not apply to commercial truck drivers engaged in interstate commerce. The Court’s denial of the petition leaves in place a decision that came as a welcome sigh of relief for employers in the trucking industry.
The Worker Adjustment and Retraining Notification (“WARN”) Act requires employers to give employees at least 60 days’ notice when a “mass layoff” is about to occur at a “single site of employment,” which is typically a single location or a group of contiguous work locations. Courts are beginning to confront the question of what constitutes a “single site of employment” under the WARN Act for employees working remotely, and how remote work policies impact class certification considerations. Given the prevalence of remote work during the pandemic and the likely continuation of such work arrangements, these decisions are of particular importance to employers considering mass layoffs or facing class actions based on the application of remote work policies or practices.
On December 13, 2021, the Massachusetts Supreme Judicial Court (“SJC”) issued its long-awaited decision determining that the Massachusetts Independent Contractor Statute, G.L. c. 149, § 148B (“Independent Contractor Statute”), which establishes the three-pronged “ABC” test used to classify workers as independent contractors or employees – and provides for a rebuttable presumption that workers are employees unless the purported employer proves otherwise – is not the applicable standard to determine whether an entity is a joint employer.
The United States Supreme Court has agreed to take a closer look at the enforceability of arbitration agreements that bar representative claims brought under PAGA, a California law that allows individual employees to police labor code violations.
On November 15, 2021, the U.S. Supreme Court agreed to hear Robyn Morgan v. Sundance, Inc. (No. 21-326), a lawsuit from a fast-food worker who asserts that her employer waived its right to compel arbitration by engaging in litigation conduct inconsistent with its purported contractual right to arbitration. By granting review, the Court is poised to resolve a circuit split as to whether a party must prove prejudice when arguing that the other party waived its right to arbitration by acting in a manner inconsistent with the arbitration agreement.
A California appellate court recently upended a representative PAGA and class action settlement because the named plaintiff did not exhaust administrative remedies under PAGA because he failed to identify each separate theory of liability.
A critical ruling in the world of franchising, in Haitayan v. 7-Eleven, Inc., 2021 WL 4078727 (C.D. Cal. Sept. 8, 2021), the U.S. District Court for the Central District of California applied the so-called Borello test to find that franchisees were independent contractors, instead of employees, for purposes of their claims for unpaid business expense reimbursements under California’s Labor Code section 2802.
In a huge win for California employers, the California Court of Appeals recently confirmed that courts have discretion to strike claims for penalties under the Private Attorneys General Act of 2004 (“PAGA”) if the claims will be unmanageable at trial. This decision will help employers defeat—or significantly pare down—the broad and unwieldy claims for PAGA penalties that have become popular with the plaintiffs’ bar.
On August 17, 2021, the Sixth Circuit Court of Appeals became the first federal appellate court to hold that where nonresident plaintiffs opt into a putative collective action under the FLSA, a court may not exercise specific personal jurisdiction over claims unrelated to the defendant’s conduct in the forum state. Canaday v. The Anthem Companies, Inc. (Case No. 20-5947) (6th Cir). The next day, the Eighth Circuit reached the same conclusion in a separate case. Vallone v. CJS Solutions Group, LLC, d/b/a HCI Group (Case No. 20-2874) (8th Cir).
We previously blogged about how ...
On April 7, 2021, a split panel of the U.S. Court of Appeals for the Eleventh Circuit (the “11th Circuit”) issued its highly-anticipated decision in Gil v. Winn-Dixie Stores, reversing a 2017 judgment against Winn-Dixie that found that the grocery chain’s website violated Title III of the Americans with Disabilities Act (“ADA”). The 11th Circuit reversed and remanded the case for further proceedings, in part, based on its finding that websites are not a “public accommodation” under the ADA.
The Seventh Circuit Court of Appeals recently decertified a class of female correctional facility employees who alleged gender discrimination based, in part, on a theory of “ambient” harassment. The opinion underscores how the individualized nature of harassment claims can act as a barrier to class certification.
Nature of Claims
Female employees of the Cook County Jail Complex sued their employer for gender discrimination based on the County’s alleged failure to prevent and remedy male prison inmates’ sexual harassment of the plaintiffs. Plaintiffs claimed that Cook County permitted this harassment to go unchecked and failed to maintain effective procedures to prevent and remedy the harassment.
Title III of the Americans with Disabilities Act of 1990 (“Title III”) prohibits discrimination on the basis of disability in public accommodations, requiring that individuals with a disability be offered the “full and equal enjoyment . . . of any place of public accommodation.” 42 U.S.C. § 12182(a). As we previously discussed, the 30-year-old statute does not directly address whether “places of public accommodation” include websites, mobile applications, and other emerging web-based applications and technologies and, therefore, does not provide a standard for ensuring accessibility for web-based accommodations.
Last month, the Seventh Circuit Court of Appeals rejected a proposed class of thirty-seven employees for failure to satisfy Federal Rule of Civil Procedure 23’s numerosity requirement.
“Much ink has been spilled” over the requirements of Rule 23, the Seventh Circuit noted. But only a small share of those cases concern the numerosity requirement. Most opinions deal with commonality or typicality. Recognizing this paucity, the court took occasion to outline the parameters of the numerosity factor. The resulting opinion is a useful guide to parties engaged in smaller class actions or class actions where the commonality or typicality requirements may only apply to a smaller group of workers.
The Ninth Circuit Court of Appeals has joined several sister circuits in holding that courts should consider the amount of “possible” and not “probable” punitive damages in determining the $5 million amount-in-controversy for federal jurisdiction in class action cases.
The case of Greene v. Harley-Davidson, Inc. presented a technical, but unresolved issue for the court – determining the proper burden when the defendant removes a case from state court based on Class Action Fairness Act (“CAFA”) jurisdiction and relies on punitive damages to establish the $5 million CAFA amount-in-controversy requirement.
The Ninth Circuit Court of Appeals recently clarified that a named plaintiff gives up his or her right to represent a class if, in an individual settlement, he or she does not carve out from the settlement a concrete financial interest in the putative class action. In so holding, the court explained that it was not enough for a plaintiff to generically carve out “class claims,” without identifying a more specific financial stake that would remain in the outcome of the class claims.
An employer’s obligations under the Fair Credit Reporting Act (“FCRA”) are triggered when it obtains a “consumer report” from a “consumer reporting agency” for use in making an employment decision. A federal court in the Middle District of Florida is set to rule on a summary judgment motion clarifying whether a business that transmits public records unaltered to a prospective employer is a “consumer reporting agency”.
The California Court of Appeals for the Second District evaluated the validity of unlimited vacation policies in a recent decision. Unlimited vacation policies operate how one might expect: instead of having a specific number of hours vest that the employee can use to take paid time off, an unlimited policy provides that the employee can take as much vacation per year as they would like to subject to company approval. In California, when vacation vests, it is treated as wages at termination and must be paid out. Since unlimited vacation does not vest, there is no payment due at termination.
On Thursday, the California Supreme Court ruled that employees must be paid for time spent undergoing security checks before leaving work.
Last month, a court in the N.D. of California denied class certification to a group of Chipotle workers who alleged that the burrito chain maintained unlawful English-only workplaces in the state of California. Guzman v. Chipotle Mexican Grill, Inc., Case No. 17-cv-02606 (N.D. Cal. Jan. 15, 2020). The opinion is a textbook example of how a lack of uniform written policies can, in some instances, benefit employers defending pattern and practice lawsuits. Separately, the case also provides occasion to review the EEOC’s stance on English-Only policies.
On December 6, 2019, a coalition of both national and state business organizations and trade associations filed a Complaint in the U.S. District Court for the Eastern District of California. The lawsuit seeks both a preliminary and permanent injunction against implementation and enforcement of the recently enacted California law that makes it unlawful for California employers to require employees to sign arbitration agreements, under certain circumstances.
The body of law surrounding class action employment arbitrations received another jolt Monday when the Second Circuit revived an arbitration action with a potential class of roughly 70,000 employees.
In Jock v. Sterling Jewelers, the Second Circuit overturned the district court and upheld an arbitrator’s decision to bind absent class members to the arbitration provisions of the company’s agreement. The case represents another significant development in the realm of class arbitrations and class waivers, which have been the subject of significant recent litigation.
Last week, a federal judge in the Eastern District of Michigan granted Domino’s Pizza, Inc.’s motion to dismiss, holding that workers operating under the Domino’s brand must arbitrate their claims that the pizza chain made its franchises promise not to hire each other's employees, then misled the public to believe no such agreement existed.
Earlier this year, a federal court in Illinois decertified a small class of Physicians who alleged gender-based pay discrimination under the Equal Pay Act (“EPA”). Sajida Ahad, MD v. Board of Trustees of Southern Illinois University, No. 15-cv-3308 (C.D. Ill. Mar. 29, 2019). Although not a groundbreaking appellate court decision, the opinion does provide a roadmap for employers facing EPA collective actions, which may gain traction in the wake of increasing media attention on pay disparities.
The Fifth Circuit recently joined a majority of its sister circuits in holding that the question of whether arbitration agreements authorize class arbitration should be decided by courts.
In 20/20 Communications v. Lennox Crawford, the Fifth Circuit held that the availability of class-wide arbitration in a Fair Labor Standards Act case is a “gateway issue” of arbitrability. The court reasoned that the fundamental differences between individual and class-wide arbitration required judicial determination as to which approach was available, absent “clear and unmistakable” language in the agreement delegating the decision to the arbitrator.
In a unanimous decision in Rodriguez v. Nike Retail Srvs., the Ninth Circuit overturned a California district court’s ruling in a wage and hour class action under the California Labor Code that granted Nike’s motion for summary judgement after applying the federal de minimis doctrine.
In a positive development for employers, the California Court of Appeals affirmed summary judgment for an employer in a class action alleging willful violations of the Federal Fair Credit Reporting Act (“FCRA” or “Act”). In Culberson v. Walt Disney Parks and Resorts, the plaintiffs alleged Disney willfully violated two provisions of the FCRA: (1) plaintiffs alleged Disney’s disclosures letting job applicants know they may be subject to a consumer report were not contained in a standalone document; and (2) plaintiffs alleged Disney rejected some applicants based on information in their consumer reports without first providing the notice required by the FCRA. In affirming summary judgment, the court concluded that it need not decide whether Disney violated the FCRA, because the court found that any such violation was not willful.
In a 5-4 decision, the U.S. Supreme Court slammed the door shut on class arbitration unless specifically authorized by the parties. The decision, Lamps Plus, Inc. v. Varela, reaffirmed the Court’s prior precedent that arbitration is a matter of consent, and that “[s]ilence is not enough” to infer consent to class arbitration.
Federal Rule of Civil Procedure 23(f) governs petitions for interlocutory appeals of orders that grant or deny class certification and requires that a petition for permission to appeal must be filed “within 14 days after the order is entered.” It makes no mention of motions for reconsideration.
Recently-introduced federal legislation could have a significant impact on equal pay class actions. On January 30, 2019, Democratic legislators reintroduced the Paycheck Fairness Act (H.R.7), which provides for various changes to the Equal Pay Act of 1963 (“EPA”). Earlier versions of this bill, which was originally introduced in 1997, have all died in Congress. However, on February 26, 2019, the House Committee on Education and Labor voted in favor of H.R.7, which means the legislation will now be presented to the full House for a vote.
Some key features of the newly-proposed legislation include:
Two years after jointly issuing its 2016 Antitrust Guidance for Human Resource Professionals with the FTC, the DOJ is now taking active steps to clarify its stance on no-poaching agreements. On January 25, 2019, the DOJ filed a Notice of Intent to File a Statement of Interest in three different class action lawsuits brought by employees of fast-food franchises against their employers alleging that no-poaching agreements in franchise agreements violate antitrust law.
As detailed in our previous article on this issue, in Bristol-Myers Squibb Co. v. Superior Court of California, San Francisco Cty., 137 S. Ct. 1773 (June 17, 2017), the U.S. Supreme Court established limitations on personal jurisdiction over non-resident defendants in “mass actions,” effectively supporting the view that plaintiffs cannot simply “forum shop” in large class and collective actions and instead must sue where the corporate defendant has significant contacts for purposes of general jurisdiction or limit the class definition to residents of the state where the lawsuit is filed. Notably, the Supreme Court’s decision was limited to personal jurisdiction issues in state courts, which has led to a split on the question of whether, and to what extent, the Supreme Court’s analysis applies to class and collective actions pending in federal court.
In a rare win for plaintiffs seeking to avoid arbitration, the U.S. Supreme Court rejected a trucking company’s attempt to compel arbitration in a driver’s proposed minimum wage class action. The Court held that the Federal Arbitration Act’s exemption for interstate transportation workers applies not only to employees, but also to those classified as independent contractors.
Employers failing to strictly comply with FCRA requirements in conducting background checks continue to face expensive consequences. On November 16, 2018, the United States District Court for the Southern District of California approved a $1.2 million settlement of a class action lawsuit alleging violations of the FCRA filed against the popular pet supplies chain Petco.
The U.S. District Court for the Northern District of California is a popular venue for class action lawsuits. As of November 1, 2018, it is also the first to require parties settling such lawsuits to make broad public disclosures regarding the settlements.
After the Eleventh Circuit’s holding in Asalde v. First Class Parking Systems LLC 894 F.3d 1248 (11th Cir. 2018), more small employers may be subject to the requirements of the FLSA. By expanding the “handling clause,” the case chips away at the degree of interstate commerce necessary for the FLSA to apply.
The California Supreme Court has ruled that California employers cannot rely on the federal de minimis doctrine to avoid claims for unpaid wages on small amounts of time. Under the de minimis doctrine, employers may be excused from paying workers for small amounts of otherwise compensable time if the work is irregular and administratively difficult to record. Federal Courts have frequently found that daily periods of approximately 10 minutes are de minimis even though otherwise compensable.
In Troester v. Starbucks Corporation, the California Supreme Court held that California wage and hour laws have not adopted the FLSA’s de minimis doctrine. As a result, Starbucks was not permitted to avoid paying an employee who regularly spent several minutes per shift working off-the-clock. The Supreme Court acknowledged, however, that there may be circumstances involving “employee activities that are so irregular or brief in duration that it would not be reasonable to require employers to compensate employees for the time spent on them.”
The Supreme Court recently approved substantial changes to the Federal Rules of Civil Procedure, including amendments to Rule 23, which covers federal class actions. The amendments to Rule 23 seek to modernize and standardize the notice, settlement, objection, and appeal procedures. If Congress approves the amendments, they will become effective December 1, 2018.
Criminal Background Inquiries in the Hiring Process: Class Action Litigation and “Ban the Box” Trends in 2018
Wednesday, August 8, 2018 1:00 p.m. – 2:00 p.m. ET
Speakers
Robert T. Quackenboss Partner, Hunton Andrews Kurth LLP Washington, DC
Susan Joo Associate, Hunton Andrews Kurth LLP San Francisco, CA
The Class Action Fairness Act (“CAFA”), 28 U.S.C. § 1332(d)(2), confers federal subject matter removal jurisdiction over purported class actions filed in state court when, among other things, there is an amount-in-controversry (“AIC”) exceeding $5,000,000. Deciding whether a class action can be properly removed under CAFA typically turns on whether this high jurisdictional threshold can be met.
In China Agritech, Inc. v. Resh, the U.S. Supreme Court held that putative class members cannot rely on equitable tolling to file new class actions under Rule 23 of the Federal Rules of Civil Procedure.
Resh was the third shareholder class action suit filed against China Agritech, Inc. under the Securities Exchange Act of 1934. The plaintiffs in the two previous suits settled their claims after the court denied their motions for class certification.
The California Supreme Court has adopted a new three-part test to determine whether a worker is an independent contractor or an employee under California’s wage orders, which regulate wages, hours, and working conditions. The highly anticipated ruling could have wide ranging effects for businesses operating in California and beyond, as companies try to navigate the new gig economy.
On March 26, 2018, the Supreme Court heard oral argument in Resh v. China Agritech, Inc., a case that could have far-reaching implications in the class action context. Resh addresses the interplay of successive class actions and the statute of limitations, specifically, whether a plaintiff can pursue a class action after the statute of limitations has run. Although the issue arose in a securities case, the Court’s ruling will affect class actions and time bars in all areas, including employment.
The practice of “tip-pooling,” which refers to the sharing of tips between “front-of-house” staff (servers, waiters, bartenders) and “back-of-house” staff (chefs and dishwashers), has been in the news recently as the Trump Department of Labor (“DOL”) seeks to roll back a 2011 Obama-era rule limiting the practice under the Fair Labor Standards Act (“FLSA”).
On February 1, 2018, the United States District Court for the Eastern District of Pennsylvania dismissed an overtime class action suit brought on behalf of a group of former democratic campaign workers for their work during the 2016 presidential election. See Katz v. DNC Services Corp., Civil Action No. 16-5800 (E.D. Pa. Feb. 1, 2018). In dismissing the overtime suit, the Court relied on an often-overlooked defense to the Fair Labor Standard Act (“FLSA”) – namely, that the FLSA only covers employees engaged in interstate commerce as opposed to employees engaged in purely local activities.
Search
Recent Posts
Categories
Tags
- #MeToo
- 1094-C
- 1095-C
- 2017 Tax Act
- 2018 Budget
- 29 C.F.R. § 785.48
- 3rd Circuit
- 40 & Under Hot List
- 40 Under 40
- 408(b)(2)
- 4th Circuit Court of Appeals
- 5th Circuit
- 80/20
- 9th Circuit
- 9th Circuit Court of Appeals
- A Day Without A Woman
- AAP
- AB 1506
- AB 1522
- AB 1897
- AB 2257
- AB 2751
- AB 2770
- AB 304
- AB 465
- AB 5
- AB 51
- AB 685
- AB 84
- AB51
- Abbott
- ABC Test
- Abruzzo
- Absolute Healthcare
- ACA
- Accessibility
- Accommodation
- Accommodations
- ADA
- ADAAA
- Adam Rosser
- ADEA
- Administrative Agencies
- Administrative Exhaustion
- Administrative Law Judge
- Adverse Action
- Advice
- Advice Exception
- Affirmative Action
- Affordable Care Act
- AFL-CIO
- Age Discrimination
- Agency
- Agency Developments
- Agency Fees
- Agency Relationship
- Agency Updates
- Agreement
- AI
- Air Quality Index
- airline worker
- Alan Marcuis
- Alcohol Policy
- Alcoholism
- ALJ
- ALJ Bench Book
- Alternative to Termination
- Alvarado v. Cajun Operating Company
- Alyson Brown
- Amber Rogers
- Ambush Election
- Ambush Elections
- American Health Care Act
- American Lawyer
- American Steel
- American Taxpayer Relief Act of 2012
- Americans for Financial Reform
- Americans with Disabilities Act
- Amicus Brief
- Andy Stern
- Anna Burger
- Anna L. Rothschild
- Anti-Discrimination
- Anti-Harassment
- Anti-Harassment Training
- Anti-Poaching Agreements
- Antitrust
- APA
- Appeal
- Apprentice
- Apprenticeship Programs
- AQI
- Arbitral Deferal Standards
- Arbitration
- Arbitration Agreements
- Arbitration; Class Actions; Sexual Harassment; Employment; Retaliation
- ARRA
- Article III
- Article III Standing
- Artificial Intelligence
- Assembly Bill 51
- Assurances
- AT&T Mobility v. Concepcion
- Attorney-Client Privilege
- Audit CAP
- Awards
- Back to Work Emergency Ordinance
- Background Check
- Background Checks
- Backpay
- Ballots
- Ban The Box
- Bank Executives
- Banking
- Bankruptcy
- Banner Health Systems
- Bannering
- Bargaining Process
- Bargaining Unit
- Bargaining Units
- Bay Area Commuter Benefits Program
- Baylor
- Bellus Academy
- Benchmark Litigation
- Benefit Plans
- bereavement
- Biden Administration
- Biden Board
- Biden NLRB
- Biden Presidency
- Biden-rule
- Bill Halter
- Biometric Data
- Biometric Information
- Biometric Screening
- Biometrics
- BIPA
- Bitcoin
- Blacklisting
- Blanche Lincoln
- Blanket L-1
- Bloomberg Law
- Bob Quackenboss
- Boeing
- Bone Marrow Donor
- Bonus Plan
- Bostock
- Boston Business Journal
- Bowman
- Braille
- Breach of Fiduciary Duty
- Break Time
- Breaks
- Brett Burns
- Brian Hayes
- Bright v. 99 Cents Only Store
- Brinker
- Broken Laws, Unprotected Workers
- Brooke Hollmann
- Browning-Ferris
- Budde v. Kane County Preserve
- Budtender
- Burns Successor
- Business Closure
- Business Continuity
- Business Interruption Coverage
- business necessity
- Business Suspension
- Buy-Sell Agreements
- CACI
- CADA
- Cadillac Tax
- Caesars
- CAFA
- Cafeteria Plan
- Cal-OSHA
- Cal/OSHA
- California
- California Civil Rights Department
- California Department of Public Health
- California Developments
- California Employers
- California Employment Law
- California Employment Laws
- California Face Covering Guidance
- California Fair Pay Act
- California Kin Care Laws
- California Labor Code
- California Labor Code section 432.3
- California Law
- California Leave
- California Legislation
- California Non-Compete Agreements
- California Occupational Safety and Health Standards Board
- California Supreme Court
- California Supreme Courts
- California Transparency in Supply Chain Act
- California Wages
- California Wildfires
- California Worker Adjustment and Retraining Notification Act
- Call to Action on Jobs
- CalOSHA
- Cannabis
- Cannabis Laws
- Cannabis Oil
- Card Check
- Card Checks
- CARES Act
- Cats Paw
- CBA
- CBD Laws
- CCP Section 998
- CCPA
- CCRAA
- CDC
- Cell Phone Ban
- Centers for Disease Control and Prevention
- cert
- Certification
- Certification Analysis
- certiorari
- CFPB
- CFRA
- Chai Feldblum
- Chairman McFerran
- Chamber of Commerce
- Chambers USA
- Change to Win
- Charge Statistics
- Checking Employee Temperature
- Chevron
- Child Care Benefits
- Chris Pardo
- Christopher M. Pardo
- Christopher Pardo
- Christopher v. SmithKline Beecham
- Circuit Split
- City Ordinances
- City Ordinances; Non-compete; Restrictive Covenants; District of Columbia
- Civil Procedure
- Civil Rights
- Civil Rights Act
- Claims-Processing
- Class Action
- Class Action Waiver
- Class Action Waviers
- Class Actions
- Class actions; collective Actions; Arbitration
- Class Arbitration
- Class Certification
- class of workers
- Class Representatives
- CLE
- Clean Air Act
- Client Employer
- Close Contact
- Closure
- Cloth Face Covering
- COBRA
- Code of Conduct
- Coercion
- Collective Action
- Collective Actions
- Collective Bargaining
- Collective Bargaining Agreement
- collective-bargaining
- collective-bargaining agreement
- Colorado
- Colorado’s Antidiscrimination Act
- Commonality Requirement
- Community Health Systems
- Commute Time
- Commuter Benefits
- Companionship Services
- Company Policies
- Compensation
- compensation analysis
- Compensation Data
- Compensation Data Collection
- Compensation Discrimination
- Compensation Excise Tax
- Compensation Policies
- complex litigation
- Compliance
- Component 2
- Concerted Activity
- Conciliation
- Concrete Injury
- Conditional Certification
- Condominiums
- Confidential Information
- Confidentiality
- Confidentiality Agreements
- Confidentiality Policies
- Confidentiality Policy
- Congress
- Consent
- Consequential Damages
- Construction
- Consumer Financial Protection
- Consumer Report
- Consumer Reporting Agency
- Consumer Reports
- Consumer Rights
- Contingency Plan
- Contraception Mandate
- Contract Bar Doctrine
- Contract Workers
- Convertino
- corona virus
- Coronavirus
- Coronavirus/COVID-19
- Corporate Counsel
- Corporate Governance
- Court of Appeals
- coverage penalty
- Covered Businesses
- Covered Service Provider
- COVID
- COVID 19 Tests and Vaccines
- Covid-10
- COVID-19
- COVID-19 Guidance
- Craig Becker
- Craig Leen
- Credit Checks
- Credit Report
- Criminal Background Check
- Criminal Background Checks
- Criminal Conviction
- Criminal History
- Criminal History Discrimination
- Critical Infrastructure
- Cryptocurrency
- CSAL
- Curaleaf
- D&
- D.R. Horton
- DADT
- Daily Journal
- Dallas Business Journal
- Dallas Paid Sick Leave
- Damages
- Dana. Corp
- Daniel J. Grucza
- Data
- Data Collection
- Data Security
- Daubert
- David Lopez
- David Michaels
- Day of Rest
- day rate
- DC Circuit
- De Minimus Doctrine
- DE&I
- Debt Ceiling
- Decertification
- Defamation
- Deferral
- Definitions
- DEI
- Deliberative Process
- Delivery Drivers
- Department of Fair Employment and Housing
- Department of Homeland Security
- Department of Justice
- Department of Labor
- DFEH
- DHS
- Direct Care Workers
- Direct Deposit
- Directive 2018-01
- Directive 2018-02
- Directive 2018-03
- Directive 2018-04
- Directive 2018-05
- Directive 2018-06
- Directive 2018-07
- Directive 2018-08
- Directive 2018-09
- Disability
- Disability Accommodations
- Disability Disclosure
- Disability Discrimination
- Disability Leave
- Disclosure
- Disclosure Requirements
- Discovery
- Discrimination
- Dismissal and Notice of Rights
- Disparate Impact
- Dispute Resolution
- Distracted Driving
- Distribution Policy
- District of Columbia
- Diversity & Inclusion
- Diversity and Inclusion
- DLSE
- DOD
- DOD Act
- Dodd-Frank
- DOJ
- DOL
- DOL Guidance
- DOL Regulations
- DOMA
- Domestic Violence
- Domestic Workers
- Domino’s
- Donald Trump
- Donning and Doffing
- Doug Parker
- Dreadlocks
- Drei Munar
- Dress Code
- Dress Policies
- Drug Testing
- Drugs
- DSM
- DTSA
- Dues Checkoff
- dues deduction
- dues-checkoff
- Dukes v. Wal-Mart
- DuPont
- Duty of Fair Representation
- Duty to Bargain
- Duty to Defend
- E-3
- E-Verify
- EARN
- Earned Sick Time Act
- Ebola
- EBSA
- Economic Damages
- Economic Exigency
- Economic Loss Rule
- Economic Realities
- EEO-1
- EEO-1 Reporting
- EEOC
- EEOC Developments
- EEOC Explore
- EEOC Proposed Rules
- EEOC v. Burlington
- EEOC v. Simbaki
- EEOC v. United Parcel Service
- EEOC; EEO-1; Pay Data
- Effects Bargaining
- Election
- Election Rule
- Election Rules
- Elections
- Electronic Communications
- Electronic Communications Policy
- Electronic Data
- Electronic Disclosure Regulations
- Electronic Representation Elections
- Electronic Signature
- Electronic Timesheet
- Electronic Voting
- Eleventh Circuit
- Eliason
- Elizabeth Dougherty
- Email Policies
- Emergency Ambulance Employee Safety and Preparedness Act
- Emergency Exception
- Emergency Family and Medical Leave Expansion Act
- Emergency Family Medical Leave Expansion Act
- Emergency Paid Sick Leave
- Emergency Temporary Standard
- Emergency Temporary Standards
- Emily Burkhardt Vicente
- EMPA
- Employee
- Employee Agreements
- Employee Benefits
- Employee Benefits Academy
- Employee Classification
- Employee Classification; Wage and Hour; Labor Unions
- employee compensation
- Employee Confidentiality
- Employee Contact Information
- Employee Credit Privacy Act
- Employee Data
- Employee Discipline
- Employee Expenses
- Employee Handbook
- Employee Handbooks
- Employee Information
- Employee Leave
- Employee Misclassification Prevention Act
- Employee Misconduct
- employee notice
- Employee Privacy
- Employee Raiding
- Employee Representative
- Employee Rights
- Employee Rights Poster
- employee termination
- Employee Theft
- Employer
- Employer Mandate
- Employer Penalty
- employer shared responsibility
- Employment
- Employment Agreements
- Employment Contract
- Employment Contracts
- Employment Discrimination
- Employment Eligibility
- Employment law
- Employment Litigation
- Employment Policies
- Employment Policies; Labor Unions; Unions; NLRB
- Employment Practices Liability
- Employment Records
- Employment Suspension
- Employment Terms
- Encino Motorcars
- ENDA
- Enforcement
- English Only Policy
- Enhanced Government Enforcement
- EPCRS
- Epic Systems
- Epidemic
- EPLI
- Equal Employment Opportunity Commission
- Equal Pay
- Equal Pay Act
- Equal Pay Report
- Equal Protection
- Equal/Fair Pay
- Equitable Tolling
- Ergonomics
- ERISA
- ESA
- ESG
- Essential Business
- Essential Critical Infrastructure Worker
- Essential Employees
- Ethics
- ETS
- Event Cancellation
- Event Cancellation Insurance
- Events
- Evidentiary Requirements
- Excelsior List
- Excess Compensation Tax
- Excess Severance Tax
- Exclusion
- Exclusions
- Executive Compensation
- Executive Order
- Executive Order 11246
- Executive Order 13665
- Executive Order 13672
- Executive Order 13673
- Executive Order 13706
- Executive Orders
- Exempt
- Exempt/Non-Exempt Status
- Exemption
- exemptions
- Exhaustion
- Expense Reimbursement
- Expense Reimbursements
- Expressive Conduct
- extension
- F-1
- FAA
- FAAAA
- Face Covering
- Face Mask
- Failed Adoption
- Failed Surrogacy
- Failure to State a Claim
- Fair Chance Act
- Fair Credit Reporting Act
- Fair Employment Opportunity Act of 2011
- Fair Labor Standards Act
- Fair Pay
- Fair Pay Act
- Fair Pay and Safe Workplaces
- Fair Playing Field Act
- Fair Representation
- Fair Share
- Fair Wages for Workers with Disabilities Act
- Fairness for All Marylanders Act
- Families First Act
- Families First Coronavirus Response Act
- Family Care
- Family Friendly Workplace Ordinance
- Family Leave
- Family Responsibilities
- FAR Council
- Farmers Pride
- FASA
- FCPA
- FCRA
- Federal Acquisition Regulations
- Federal Agencies
- Federal Agency Rulemaking
- Federal Arbitration Act
- Federal Arbitration Association
- Federal Budget
- Federal Contract Compliance
- Federal Contractors
- federal court
- Federal Government Shutdown
- Federal Reserve
- Federal Rules of Appellate Procedure
- Federal Rules of Civil Procedure
- Federal Subcontractors
- Fee Disclosures
- FEHA
- FFCRA
- FICA
- Fiduciary
- Fiduciary Fees
- Fifth Circuit
- Fifth Circuit. Wage and hour
- Fight for 15
- Final Pay
- Final Rule
- Final Rulemaking
- Financial Institutions
- Financial Privacy
- Financial Reform
- Financial Services
- Financial Speculation Tax
- Fingerprinting
- Firearm Policies
- Firefighters
- First Amendment
- Flatbush Gardens
- Flexible Flyer
- Flexible Spending Account
- Float
- Florida
- FLSA
- FLSA Settlement Agreements
- FLSA/Wage & Hour
- FLSA; Collective Action; Class Action; Supreme Court; Sixth Circuit; Arbitration; NLRB
- Flu Vaccine
- FMLA
- FMLA/Leaves of Absence
- FOIA
- Food Safety
- Food Services
- Footwear
- Form 1094-B
- Form 1094-C
- Form 1095-B
- Form 1095-C
- Form I-9
- Form W-2
- Fourth Circuit
- FPIIS
- FPUC
- Franchise
- Franchise Rule
- Franchisee
- Franchisor
- Franchisor Liability
- Franchisor/Franchisee
- Fraud Detection and National Security Directorate
- FRD
- Free Speech
- Freelance Worker Protection Act
- Front Pay
- FRSA
- FSA
- FSIS
- FSMA
- FTC
- Furlough
- FUTA
- Garnishment
- Gary Enis
- Gavin Newsom
- Gender Discrimination
- Gender dysphoria
- Gender Identity
- Gender Stereotype
- Gender Sterotype
- General Counsel
- General Counsel Memo
- General Jurisdiction
- General Liability Insurance Policy
- Genetic Information
- Georgia
- Gig-Economy
- GINA
- GINA Proposed Rules
- good faith offer
- Government Contractors
- Government Contracts
- Government Enforcement
- Government Litigation
- Government Shutdown
- Graphic Designer
- Gratuities
- Gratuity
- Greg Robertson
- Gregory B. Robertson
- Grievance Settlement Agreements
- Grooming Policies
- Gross Negligence
- Gross v. FBL Financial Services
- Group Health Plans
- Guidance
- Guide for Employers
- Guide for Wounded Veterans
- Guns
- H-1B
- H-1B Visa
- H-1B1
- H.R. 3200
- H.R. 4173
- H.R. 674
- Hair Discrimination
- Hampton Roads
- Hanover Insurance
- Harassment
- Harassment Policies
- Harassment Prevention
- Harassment Training
- Hardship Distribution
- Harvard
- HazCom
- HB 2127
- Health Care
- health care reform
- Health Coverage Reporting
- Health Insurance Carriers
- Health Insurance Exchange
- Health Plan Identifier
- Health Plans
- Health Reimbursement Arrangements
- Health Risk Assessment
- Health Workplaces
- Healthcare
- Healthy
- Healthy Families Act of 2014
- Heat
- Heat Rule
- Helix
- Hewitt
- HHS
- highly-compensated
- Hilda Solis
- HIPAA
- HIPAA Wellness Rules
- hiring
- Hiring and Monitoring Employees
- Hiring Policies
- Hiring Practices
- Hiring Test
- Holly Wiliamson
- Holly Williamson
- Home Care Workers
- Hostile Work Environment
- Hotel Industry
- Hotel Workers
- Hotels
- Hourly Wage
- Hourly Workers
- Hours Worked
- HPID
- HR 620
- HRA
- HRAs
- Human Capital Rule
- Human Trafficking
- Hunton Andrews Kurth
- Hy-Brand
- I-9
- I2P2
- Ian Band
- ICE
- ICRAA
- IGT
- Illinois Drug Law
- Illinois Secure Choice Savings Program Act
- Immigration
- Immigration & Customs Enforcement
- Immigration and Nationality Law Blog
- Immigration Ban
- Immunity Notice
- Implied Consent
- In Loco Parentis
- In-home Care
- In-Plan Roth Rollover
- Inclusive Communities Project
- Independent Contractor
- Independent Contractors
- Indoor Airspace
- Industry Shutdown
- Inevitable Disclosure
- Infectious Period
- Inflatable Rat
- Influence & Power in Law Awards
- Injury-in-Fact
- Institute for Workplace Equality
- Insurance Agents
- Insurance Coverage
- Insurance Recovery
- Interactive Process
- Interlocutory
- Intermittent Leave
- International Game
- Interns
- Interpretation Letters
- Interrogation
- Invasion of Privacy
- Invention
- Investigations
- Investigatory Interview
- Iqbal
- IRS
- IRS Notice 2019-18
- Iskanian
- Isolation
- Itemized Listing
- J-1
- Jacqueline Berrien
- Jan Brewer
- Jarkesy
- Job Killers of 2019
- Job Posting
- Job postings
- Johnny Isakson
- Johnson & Johnson
- Joinder
- Joint Employer
- Joint Employment
- Jordan Barab
- Joy Silk
- Juan Enjamio
- Judge Hudson
- Judicial Estoppel
- Judicial Records
- Julia Trankiem
- Julia Trankiem; Los Angeles Business Journal; Awards
- Jurisdiction
- Jurisdictional Prerequisite
- Justin F. Paget
- Katherine Sandberg
- Katie Cole
- Kentucky River
- Kevin M. Eckhardt
- Kevin White
- Kin Care Law
- Knowles
- Kurt Larkin
- Kurt Powell
- L-1
- LA Times
- LABJ
- Labor
- Labor and Employment
- Labor and Pensions
- Labor and Workforce Development Agency
- Labor Certification
- Labor Code
- Labor Code Private Attorneys General Act of 2004
- Labor Code Section 558
- Labor Code §2801
- Labor Contractor Employee Report
- Labor Dispute
- Labor law
- Labor Management Relations Act
- Labor Regulations
- Labor Relations
- Labor Rights
- Labor Unions
- Labor-Management Relations
- Lactation Policies
- Lafe Solomon
- Lanham Act
- Lawdragon
- Layoff
- Layoff Avoidance
- Leadership Atlanta
- Leave
- Leave Law
- Leaves of Absence
- Legal 500
- Legal Standing
- Legislation
- Legislative (federal & State) Developments
- Legislative (Federal and State) Developments
- Legislative Developments
- legislative updates
- Lewis v. City of Chicago
- LGBT
- LGBT Rights
- LGBTQ
- LGBTQ Rights
- LGBTQ+
- Liability
- Lieselot Whitbeck
- LiftFund
- Light Duty
- Lilly Ledbetter Act
- Lincoln Lutheran
- Linda Puchala
- Lloyds
- LMRA
- LMRDA
- Local Ordinances
- Loper-Bright
- Los Angeles
- Los Angeles Business Journal
- Los Angeles County
- Los Angeles County Board of Supervisors
- Los Angeles Fair Chance Initiative for Hiring
- Los Angeles Times
- Loss of Business Income
- Lung Disease
- Lutheran Heritage
- Lyft
- M-1
- M. Brett Burns
- Mach Mining
- machine learning
- Machine-Learning
- Mail Ballot
- Majority
- manageability
- Manager Rule
- mandate
- mandates
- Mandatory Closure
- Mandatory Vaccination
- Mariana Aguliar
- Marijuana
- Marijuana Laws
- Marijuana Possession
- Mark Pearce
- Marvin E. Kaplan
- Mary Kay Henry
- mask
- Mass Layoff
- Massachusetts
- Massachusetts Super Lawyer
- Massachusetts Wage Act
- Masterpiece Cakeshop
- McDonnell Douglas v. Green
- McLaren Macomb
- McReynolds v. Merrill Lynch
- Meal and Rest Breaks
- meal breaks
- Meal Period
- Meal Periods
- Meat Processing
- Med Trends
- Media Policies
- Media Policy
- Mediation
- Medical Clinics
- medical examinations
- Medical Marijuana
- Medical Records
- Medicare Tax
- Member Kaplan
- Member Ring
- Memo
- Memorandum
- Memorandum GC 19-01
- Mere Negligence
- Mexican Ministry of Foreign Affairs
- Michael Levine
- Michele Beilke
- Micro Units
- Micro-Unions
- Middle Class Task Force
- Middle Class Tax Relief and Job Creation Act
- Military Leave
- Millea v. Metro-North Railroad
- Miller & Anderson
- Minimum Wage
- Miscarriage
- Misclassification
- Missouri
- Mitigation
- Mixed Motive
- Mobile Application
- Mobility
- Model Employer
- Mootness
- Motion to Dismiss
- MSPA
- Mulhall v. UNITE HERE
- Musculoskeletal Disorders
- NADAA
- Natalie Tynan
- National Emphasis Program
- National Labor Relations Act
- National Labor Relations Board
- National Law Journal
- National Law Review
- National Mediation Board
- National Origin
- National Origin Discrimination
- National Retail Federation
- NCAA
- NDA
- NDAA
- Nebraska
- Negligence
- Neil Gorsuch
- Neutrality
- Nevada
- New Jersey
- new law
- New Legislation
- New Process Steel
- New Star
- New York
- New York City
- New York City Human Rights Law
- New York Employment Laws
- New York Essential Business
- New York Human Rights Law
- New York Law
- New York Local Law 50
- New York Paid Vaccination Leave
- News & Events
- Ninth Circuit
- NLRA
- NLRB
- NLRB Poster
- NLRB; NLRA; Labor Law; Union; Collective Bargaining; Workplace Rights
- NLRB; Property Rights; Misclassification
- NLRB; Union; Collective Bargaining Agreement
- No-Poach Agreements
- No-Rehire
- Noah’s Ark
- Noel Canning
- non-binary
- Non-Compete
- Non-Compete Agreements
- Non-Competes
- Non-disclosure
- Non-Disclosure Agreements
- Non-discrimination
- Non-disparagement
- Non-Unit Employees
- Nonbinary Gender
- noncompete agreements
- Nondisclosure
- Notice 2010-84
- Notice 2012-9
- Notice 2013-74
- Notice 2014-19
- notice requirements
- NRLB
- NUHW
- Numerosity
- Numerosity Requirement
- Nursing Mothers
- NYC
- NYCHRL
- Oakwood Healthcare
- Obamacare
- Obergefell v. Hodges
- Obesity
- Occupational Safety and Health Administration
- ODEP
- OFCCP
- OFCCP Compliance; Affirmative Action; Agency Developments; Veteran Hiring
- OFCCP Developments
- OFCCP v. Florida Hospital of Orlando
- Off Duty Conduct
- Off-label Marketing
- Off-the-Clock Work
- Offer Of Judgment
- Offshoring
- OLMS
- omicron
- Ondray Harris
- Ondray T. Harris
- Online Accessibility
- Opinion Letters
- Opiod
- Opportunity to Compete Act
- Ordinary Disease of Life
- Oregon
- Organ Donor
- Organizing
- Organizing and the NLRB
- OSHA
- OSHA Developments
- Outbreak
- Outsourcing
- Overtime
- overtime exemption
- Overtime Exemptions
- Overtime Pay
- Overtime Regulations
- Overtime Rule
- Overtime Wages
- OWBPA
- Oxford Health Plans
- PAGA
- Paid Family Leave
- Paid Family Medical Leave
- Paid Interns
- Paid Leave
- Paid Sick Leave
- paid time off
- Paid Vaccine Leave
- Pandemic
- Pandemic Unemployment Assistance
- Parental Leave
- Patent
- Patient Protection and Affordable Care Act
- Patricia Shiu
- Pattern and Practice
- Paulsen v. Renaissance Equity Holdings
- Pay
- Pay and Promotions
- Pay Data
- pay disclosure
- Pay Discrimination
- Pay Equity
- Pay Reporting
- pay scale
- Pay Secrecy
- Pay Transparency
- Pay/Compensation
- Paycheck Deductions
- Paycheck Fairness Act
- Paycheck Protection Program
- Payroll Audit Independent Determination Program
- Payroll Debit Cards
- Payroll Taxes
- PBGC
- PCA
- PCC Structurals
- PCORI
- PDLL
- Penalties
- Penalty
- Pennsylvania
- Pennsylvania Minimum Wage Act
- Pension Plans
- Peoplemark
- PeopleSmart
- Perfectly Clear Doctrine
- Perfectly Clear Successor
- Performance and Accountability Report
- Period of Restoration
- Personal Jurisdiction
- Personal Jurisdiction; FLSA; Class Actions; Collective Action; General Jurisdiction; Specific Jurisdiction; Rule 23
- Personnel Policies
- Personnel Records
- Persuader Activity
- Persuader Agreements
- Persuader Rule
- Peter B. Robb
- Peter Schaumber
- Peter Sung Ohr
- Petition
- PEUC
- Phaladelphia Fair Practices Ordinance
- Philadelphia
- Pier 1 Imports
- Pitts v. Terrible Herbst
- Pizza Hut
- PLA
- plan sponsors
- Policies
- Portal-to-Portal Act
- Position Statement
- Post-Accident
- Poster Rule
- POWADA
- Poway Academy
- PPACA
- PPACA Checklist
- PPACA Timeline
- Practical Training
- Pre-Adverse Action Notice
- Pre-Adverse Action Requirements
- Precedent
- Predictable Scheduling
- Preemption
- Pregnancy Disability Leave
- Pregnancy Discrimination
- Pregnancy Discrimination Act
- Pregnancy Leave
- Pregnant Workers Fairness Act
- Preliminary Injunction
- Premium Pay
- Prenatal Leave
- Prescription Drug
- Prescription Drugs
- Prescription Medication
- Prevailing Wage
- Primary Beneficiary Test
- Prior Salary
- Privacy
- Private Equity Fund
- Privilege
- PRO Act
- Procedure
- Profanity
- Professional Responsibility
- Profiles in Diversity
- Progressive Discipline
- prohibition
- project labor agreement
- Property Rights
- Proposed Rule
- Proposed Rulemaking
- Proposed Rules
- Proposition 22
- Protected Activities
- Protected Activity
- Protected Concerted Activity
- Protecting Older Workers Against Discrimination Act
- Protective Order
- Protest
- provision
- PTO
- Public Accommodation
- Public Accommodations
- Public Bargaining
- Public Charge
- Public Entity
- Public Policy
- PUMP Act
- Punitive Damages
- Purchase Agreements
- Purple Communications
- PWFA
- Qualified Plans
- Quarantine
- Questioning
- Quickie Election
- Quickie Elections
- Race Discrimination
- Racial Equity
- Range
- Raytheon
- Reasonable Accommodation
- Reasonable Accommodations
- Recess Appointments
- Recordkeeping
- recruiting
- Reduction-in-Force
- Register Guard
- Regular Rate
- Regular Rate of Pay
- Regulation
- Regulations
- Regulatory Compliance
- Rehabilitation Act
- Reilly Moore
- Reimbursement
- Reimbursements
- release
- Religion
- Religious Accommodation
- Religious accommodation; Title VII; SCOTUS; Supreme Court; Third Circuit
- Religious Accommodations
- Religious Beliefs
- Religious Discrimination
- Religious Freedom Restoration Act
- Religious Institutions
- remedies
- Remote Work
- remote workforce
- Reopen Workplace
- Reopening Business
- Reopening Workplace
- Repeal
- report
- Reporting
- Reporting of Group Health Plans
- Reporting Pay
- Representation Election
- Representation Elections
- Representation Fairness Restoration Act
- Reprisal
- Reproductive Loss Event
- Reproductive Loss Leave
- Reproductive Rights
- Rescind
- RESPECT Act
- rest breaks
- Restaurant
- Restaurant Industry
- Restaurants
- Restoring Balance and Fairness to the National Labor Relations Board
- restriction
- Restrictive Covenants
- Restrictive Covenants Act
- Retail
- Retail Litigation Center
- Retaliation
- Retirement Plans
- Retirement Savings
- Return to Work
- Revenue Procedure 2013-12
- Revenue Ruling 2014-9
- Ricci v. DeStefano
- Richard Griffin
- RICO
- RIF
- RIFs
- right of first refusal
- Right to Disconnect
- Right to Know
- Right to Work
- Right-To-Sue
- Rising Star
- Rite Aid and Lamons Gasket
- Robert Quackenboss
- Roland Juarez
- Roland Juarez; Los Angeles Business Journal
- Roland M. Juarez
- Rollovers
- Roth
- Rounding Policy
- Rounding Time
- Rule 23
- Rule 68 Offer
- Rule-Making
- Rulemaking
- Ryan A. Glasgow
- Ryan Bates
- Ryan Glasgow
- Sabbath
- Safety
- Safety Incentives
- Salary
- Salary Basis Test
- Salary History
- Salary History Bans
- Salary History Inquiries
- Salary Inquiry
- Salary Reduction
- Sales Commissions
- Same-Sex
- Same-sex couples
- San Francisco
- San Francisco Fair Chance Ordinance
- Sanjee Weliwitigoda
- Sara Harlow
- Sarbanes-Oxley
- SB 459
- SB 553
- SB 95
- SB-973
- SBA
- SBC
- SCA
- Scabby
- Scale
- Scheduling Letter
- Schneiderman
- School Closings
- Scope Of Coverage
- Scott Brown
- Scott H. Kimpel
- Scott Nelson
- SCOTUS
- Sealed Records
- SEC
- Second Circuit
- Secondary Boycotts
- Section 125
- Section 1557
- Section 1983
- Section 203
- Section 2802
- Section 302
- Section 7
- Section 7 Rights
- Secure Scheduling
- Security
- Security Screenings
- Seff v. Broward County
- SEIU
- Self-Insured Health Plans
- Senate Bill 1162
- Separation Agreements
- Settlement
- Settlement Agreement
- Settlement Agreements
- Settlement Disclosure
- Seventh Circuit
- severance
- Severance Agreements
- Severance Payments
- Severe Injury Report
- Sex Discrimination
- Sexual Harassment
- Sexual Orientation
- SFFA
- Shaena Rowland
- Shannon S. Broome
- Sharon Block
- Sharon Goodwyn
- Shelter in Place
- Short-Time Compensation Program
- Shutdowns
- Sick Leave
- Sick Pay
- Silica Standards
- Single employer
- SIR Dashboard
- Sixth Circuit
- Slow the Spread
- Social Distancing
- Social Media
- Social Media Evidence
- Social Media Policy
- Solicitation Policy
- Solicitation/Distribution Policy
- Southern California Pizza Co.
- Speak Out Act
- Specialty Healthcare
- Specific Jurisdiction
- Spirituality Programs
- Spokeo
- Spoliation
- Spousal Rights
- Standard of Review
- Standing
- Staples
- Starbucks
- state court
- state legislation
- Statistical Audits
- Statute of Limitations
- Statute of Repose
- Statutes of Limitations
- Staub v. Proctor Hospital
- Stay Violations
- Steering Claims
- STEM
- Stengart v. Loving Care Agency
- Stephen Pattison
- Stewart Acuff
- Stillborn
- Strategic Objectives
- Strategic Plan
- Stray Markings
- Stray Remarks
- Strike
- Strike Plans
- Strike Tactics
- Students for Fair Admissions
- SUB Payments
- Subcommittee on Health
- Subject-Matter Jurisdiction
- Subpoena
- Subpoena Duces Tecum
- Substantial Compliance
- Successor Bargaining Duty
- Successor Company
- Successor Employer
- Successor Employer Duty to Bargain
- Successor Liability
- Suitable Seating
- Summary of Benefits and Coverage
- Super Lawyers
- Supervisor
- Supplemental Paid Sick Leave
- Supply Chain
- Supreme Court
- Susan Wiltsie
- Suspension
- Suzan Kern
- Systemic Discrimination
- Systemic Enforcement
- Taxpayer Responsibility Accountability and Consistency Act
- TCPA
- Technatomy Corporation
- Telecommuting
- Telephone Consumer Protection Act
- Telework
- Temporary Employees
- Temporary Reinsurance Program
- Temporary Workers
- Tenth Circuit
- Terence Connor
- Terrence Flynn
- Tesla
- Test Factor
- Testing
- Texas
- Texas Constitution
- Texas Lawyer
- Texas Legal Awards
- Texas Mutual v. Ruttiger
- Texas Regulatory Consistency Act
- Texting
- The Board
- The Boeing Company
- The Opportunity to Work Ordinance
- Third Circuit
- Third-party Liability
- Thompson v. North American Stainless
- Thriving in Their 40s
- Time Rounding
- Timekeeping
- Tip
- Tip Credit
- Tip Pooling
- Tip Sharing
- Tipped Employees
- Tipped Workers
- Tipping Policies
- Tips
- Title III
- Title IX
- Title VII
- Title VII of the Civil Rights Act of 1964
- Tolling
- Top Insurance Cases
- TRAC
- Trade Secrets
- Trade Secrets & Non-Competes
- Trademark
- Traditional labor
- Trailblazer
- Training
- Training Programs
- Transgender
- Transgender Rights
- Transparency
- TransUnion
- Tratree
- Traxler v. Multnomah County
- Trial Management
- TRICARE
- Trucking Industry
- Trump Administration
- Trump Rule
- Tyler S. Laughinghouse
- Typicality Requirement
- U.S. Senate
- U.S. Senate Finance Committee
- UAW
- Uber
- Uber Drivers
- ULP
- ULP Charge
- UNC
- Unconscionability Doctrine
- Undocumented Workers
- undue hardship
- Unemployment
- Unemployment Benefits
- Unemployment Compensation
- Unemployment Discrimination
- Unemployment Insurance
- Unfair Labor Charge
- Unfair Labor Practice
- Unfair Labor Practices
- Uniform Glossary
- Unilateral Change
- Union
- Union Apparel
- Union Button
- Union Dues
- Union Election
- Union Elections
- Union Information Request
- Union Insignia
- Union Logo
- Union Organizing
- Union Organizing and the NLRB
- Union Rat
- Union Representation
- Union Representation Elections
- Union Sticker
- Unions
- United States v. Windsor
- University of North Carolina
- Unlawful Insistence
- Unlimited Vacation
- Unsuccessful Assisted Reproduction
- UPMC Braddock
- US Chamber of Commerce
- US Supreme Court
- USAction
- USCIS
- USDA
- Use or Lose Rule
- USERRA
- Vacation
- Vacation Pay
- Vacation Scheduling
- Vaccination
- Vaccine
- Vaccine Incentives
- Vaccines
- Valley Hospital Medical Center
- Variant
- VBA
- VCP
- Venue
- Veterans Preference Act
- VETS-100A
- VETS-4212
- VEVRAA
- Victoria Lipnic
- Video
- Viking River
- Virginia
- Virginia Business Magazine
- Virginia Center for Inclusive Communities
- Virginia Employment Legislation
- Virginia Human Rights Act
- Virginia Labor Law
- Virginia Law
- Virginia Lawyers Weekly
- Virginia Marijuana Laws
- Virginia Overtime Wage Act
- Virginia Wage Payment Act
- Virginial Lawyers Weekly
- Virus
- Visa Waiver
- Vital Industry
- Volks Rule
- Voluntary Incentive
- Voter List
- VW
- Wage & Hour
- Wage and Hour
- Wage and Hour Exclusion
- Wage Equality Act
- Wage Fixing
- Wage Inquiries
- Wage Investigation
- Wage Payment
- Wage Penalties
- Wage Reduction
- Wage Statement
- Wage Theft
- Wage Theft Prevention Act
- Wage Transparency
- Waiter
- Waiting Period Rules
- Waiver
- Waivers
- walk around
- Walling v. Portland Terminal
- Wang v. Chinese Daily News
- WARN
- WARN Act
- Washington DC
- We Can Help
- Weapons
- Web Accessibility
- Web Designer
- Webinar
- Website
- Website Accessibility
- Weight Restrictions
- Weingarten
- Wellness Programs
- Wesson
- West Virginia Workplace Freedom Act
- WHD
- Whistleblower
- Whistleblowers
- White Collar Exemption
- William Emanuel
- William J. Emanuel
- Wilma Liebman
- Windsor Decision
- Withdrawal of Recognition
- withholding requirements
- Witness Statements
- Women
- Women In Leadership
- Women of Influence
- Women’s Equality Act
- Work Schedule
- Work Transfers
- Work-Sharing
- Worker Misclassification
- Worker Protection
- Worker Safety
- Workers Bill of Rights
- Workers Compensation
- Workers' Compensation Insurance
- Workplace AI
- Workplace Diversity
- Workplace Investigations
- Workplace Monitoring
- Workplace Policies
- Workplace Privacy
- Workplace Rules
- Workplace Safety
- Workplace Technology
- Workplace Violence
- Workplace Violence Prevention
- WR Reserve
- Wrongful Discharge
- Year In Review
Authors
- Jessica N. Agostinho
- Walter J. Andrews
- Ian P. Band
- Ryan M. Bates
- Christy E. Bergstresser
- Theanna Bezney
- Jesse D. Borja
- Brian J. Bosworth
- Jason P. Brown
- M. Brett Burns
- Daniel J. Butler
- Christopher J. Cunio
- Jacqueline Del Villar
- Kimberlee W. DeWitt
- Steven J. DiBeneditto Jr.
- Robert T. Dumbacher
- Raychelle L. Eddings
- Elizabeth England
- Juan C. Enjamio
- Karen Jennings Evans
- Geoffrey B. Fehling
- Jason Feingertz
- Katherine Gallagher
- Ryan A. Glasgow
- Sharon S. Goodwyn
- Meredith Gregston
- Eileen Henderson
- Kirk A. Hornbeck
- J. Marshall Horton
- Roland M. Juarez
- Keenan Judge
- Suzan Kern
- Elizabeth King
- Stephen P. Kopstein
- Torsten M. Kracht
- James J. La Rocca
- Kurt G. Larkin
- Jordan Latham
- Tyler S. Laughinghouse
- Crawford C. LeBouef
- Michael S. Levine
- Michelle S. Lewis
- Brandon Marvisi
- Lorelie S. Masters
- Reilly C. Moore
- Michael J. Mueller
- J. Drei Munar
- Alyce Ogunsola
- Christopher M. Pardo
- Michael A. Pearlson
- Adriana A. Perez
- Kurt A. Powell
- Robert T. Quackenboss
- D. Andrew Quigley
- Michael Reed
- Jennifer A. Reith
- Amber M. Rogers
- Alexis Zavala Romero
- Zachary Roop
- Adam J. Rosser
- Katherine P. Sandberg
- Elizabeth L. Sherwood
- Cary D. Steklof
- C. Randolph Sullivan
- Veronica A. Torrejón
- Debra Urteaga
- Emily Burkhardt Vicente
- Kevin J. White
- Holly H. Williamson
- Susan F. Wiltsie