Labor & Employment
An employer’s evolving reasoning for firing a worker, and fact that the worker was terminated so soon after protected conduct, make for a triable case of improper firing.
It’s a practical question that follows logically from the disconnect in Colorado (and several other states) between state and federal […]
Unions continue to bristle at provisions of the Affordable Care Act they say will cost…
President Barack Obama will sign an executive order to raise the minimum wage for federal contractors to $10.10 an hour, […]
Postponement of some key Obamacare deadlines have been widely reported, but companies need to keep in mind that a number […]
Employers scored a big victory in the Supreme Court today with a ruling that unionized steel workers do not need […]
A Republican group promoting pro-business candidates over Tea Party hopefuls has received most of its funding from labor unions. Bloomberg, […]
Whistleblowers don’t have carte blanche to violate an employer’s policies, legitimate contractual obligations, or the law. Even so, employers must take particular care in taking action against a whistleblower, as the line between appropriate consequences and retaliation can be very fine, especially when the improper conduct is involved.
The NLRB rules that social media postings, even when riddled with obscenities, can be protected under the National Labor Relations Act.
The DOL Administrative Review Board took further action in whistleblower cases of interest to employers, including whether stealing confidential data is protected, and if award of back pay in retaliation claims can be staunched via the after-acquired evidence.
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