Labor & Employment
A former in-house attorney at cable TV giant Discovery Communications has lost a federal appeal in her claim that she was unjustly fired because of a sleeping disorder.
Lorene Schaefer, who has seen the U.S. Equal Employment Opportunity Commission's employment discrimination process both as a general counsel and as a plaintiff, favors incorporating a formal mediation process into the EEOC's conciliation step.
Social media provides a number of ways for employers and employees to get crosswise. But in-house counsel can help their companies navigate this fast-changing area of the law, even as recent National Labor Relations Board pronouncements are called into question.
A new white paper from Aegis Mobility examines how employers are coping with the risks of employees using mobile devices while driving company vehicles.
According to a recent survey by London-based law firm Allen & Overy, almost 60 percent of male respondents said they would consider taking time off from work to care for a newborn child. But will they actually do it?
It's getting hot in the kitchen. And expensive. While the boom in wage-and-hour litigation certainly has not confined itself to any particular industry, restaurants have increasingly found themselves well-represented on the defendant side of the caption.
One of the biggest legal risks companies face when making policy changes is that employees will experience disparate treatment, driving lawsuits on discrimination, harassment, and retaliation.
The Equal Employment Opportunity Commission has ushered in a new era of systemic discrimination enforcement. Employers need to proactively assess selection procedures, statistical trends, compensation, and D&I programs and make changes now.
Despite an overall drop in EEOC charges filed last year, the number filed under the ADA went up by more than 600, a trend that's shown no sign of abating since the act made it easier for employees to make a case.
Employers often enter into post-employment non-compete agreements only to find that when the employees leave, the restrictive covenants are not enforceable or do not provide sufficient value to the company.
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