Employment Law

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Under a new standard, many contingent employment arrangements may open the door to union organizing activities.

For a time, it seemed as if employers were losing every class-action lawsuit filed by hungry lawyers on behalf of one or two named employees. It almost became a legal cottage industry. But now courts are losing patience with some of these lawsuits—especially when the attorneys get sloppy.

Government employees have limited First Amendment rights at work to voice concerns of “public importance.” But the right doesn’t extend to causing confrontations outside of work when the speech has nothing to do with public issues.
Public employees are entitled to free speech under the Constitution—within limits. For example, the speech must involve matters of public importance. Under the right circumstances, arguing with a supervisor may even be protected.
Sometimes, employees who carelessly injure themselves deserve discipline. That’s fine, as long as you carefully document the carelessness.
Heed OSHA's memo stressing that it only needs “reasonable cause” to find merit in one.
A court has rejected the DOL's test to determine whether a worker is an intern or an employee, coming up with a simpler one.
The Department of Labor’s Wage and Hour Division is looking at regulating schedule-setting in general for all employees across all industries.
A court is about to tackle a tricky issue: Does a state law authorizing employees who park in company lots to keep guns locked in their trunks also create a right to sue if the employee is fired for gun possession?
Anderson Lumber Co. in Sacramento has lost its bid to decertify Local 150 of the International Brotherhood of Teamsters as its employees’ bargaining unit. The controversy arose in 2012 when the two sides were negotiating a successor agreement. The Teamsters have represented Anderson Lumber employees for 50 years.
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