Labor and Employment Law Center
Information on the latest labor and employment legal and regulatory developments and how they may impact your business.
Companies and businesses that do business with the government should scrutinize and review any DEI policies to mitigate the loss of federal funding and the risk of potential penalties.
This decision will have a major impact on how FTC and federal antitrust laws are applied to health care providers.
We reexamine oral arguments and issues surrounding a case that could dramatically change how Congress may empower regulatory agencies to promulgate regulations and fund and operate their programs.
This review-and-repeal effort prioritizes the evaluation of the lawfulness of existing regulations in light of 10 recent U.S. Supreme Court decisions.
The RFI invites public comment on issues or concerns regarding regulations that can operate to exclude new market participants, protect dominant incumbents and predetermine economic winners and losers.
The formation of the Task Force comes just weeks after the Commission issued guidelines explaining how it will assess whether business practices affecting workers violate the antitrust laws.
The formation of the Task Force comes just weeks after the Commission issued guidelines explaining how it will assess whether business practices affecting workers violate the antitrust laws.
What does the President's executive order revoking Equal Employment Opportunity mean for employers?
In its brief, the FTC asserts that the Federal Trade Commission Act grants it authority to issue substantive rules defining unfair methods of competition, including the ban on noncompetes.
The FTC has argued on appeal that a district court impermissibly divested the commission of its core statutory authority to prevent the use of unfair methods of competition.
Following a nationwide injunction on the FTC’s ban on noncompete agreements, appeals courts – and likely the Supreme Court – will rule on the critical issues underpinning the validity of FTC authority.
As clear guidance to employers, the court’s ruling provides that an employee cannot if the employee is evaluated by a health care provider and obtains FMLA certification regarding the condition after the fact.
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