Labor and Employment Law Center

If permitted to go into effect, the rule will have a profound impact on how U.S. businesses hire, train and pay workers and protect sensitive business information.

Effective June 19, 2024, the Equal Employment Opportunity Commission’s final rules to the Pregnant Workers Fairness Act requires accommodation to conditions including those brought about by “having, or choosing not to have, an abortion.”

As more and more workforces are seeking to unionize, it is critical that employers understand their rights and obligations under the National Labor Relations Act.

OSHA announced a final rule establishing the rights of employees to choose a representative to accompany OSHA officials on worksite inspections.

To stave off potential lawsuit claims, employers have the option of including a statute of limitation provision for employment applications.

The rule relies on a multifactor “economic reality test” and totality of the circumstances analysis to determine an individual’s status.

The NLRB memo provides important insight into union recognition and the new requirements that employers will have to abide by regarding bargaining obligations.

The new NLRB rule contemplates joint employer status regardless of whether control is actually exercised, and without regard to whether the exercise of control is direct or indirect. 

Guidance provides legal analysis of the Commission’s standards for harassment and employer liability.

If signed, California's Bill may authorize unemployment benefits for striking workers.

The NLRB announced a new rule deciding when employers must bargain with unions without a representation election.