Labor and Employment Law Center

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.

An employment discrimination case will have the Supreme Court review whether reverse discrimination for claims require a “higher” burden when the employee is a non-minority.

The NLRB recently issued the finalized Fair Choice – Employee Voice Final Rule, which brings a number of key updates including allowing the NLRB to block a union election from taking place.

In light of the Chevron, it will be more difficult for the NLRB to expand its reach and issue new remedies for violations of the National Labor Relations Act and will no longer be able to engage in sea shifting legal changes.

Following a recent U.S. Supreme Court decision, the National Labor Relations Board’s burden to secure injunctions against employers has been significantly raised.

On April 29, the Equal Employment Opportunity Commission finalized its harassment guidelines that supersede previous editions and address gender identity, social media and telework.

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.