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A survey asked: “In which of the following areas has your organization seen the most employee lawsuits or class action over the past year?”
Under Minnesota’s workers’ compensation laws, employees who file workers’ comp claims are protected from retaliation. The law says employers can’t punish employees for seeking benefits. But some employers have been trying to preempt so-called protected activity when an employee is injured at work.
Here’s something to consider when you decide to add an arbitration clause to applications and require employees sign them as a condition of employment: You may end up forcing the employee into arbitration, but still become embroiled in other related litigation.
Yuba City, Ca.-based Dispatch Transportation has settled an unfair labor practice charge with the Teamsters Local 137 and the NLRB.
The House Subcommittee on Workforce Protections has begun hearings to explore legislation that would “increase accountability” at the EEOC, an agency that “has spent a great deal of time and resources advancing a deeply flawed enforcement and regulatory agenda,” according to subcommittee Chair Rep. Tim Walberg, R-Mich.
The Seyfarth Shaw law firm has created a free report, the Social Media Privacy Legislation Desktop Reference, that explains each current state law concerning social media and employees' rights to its use.
Q. We have seen that some companies are requiring their employees to agree to arbitration rather than a release of claims in their separation agreements. Is this an alternative worth exploring?
Do you use independent contractor agreements that spell out details about how those independent contractors will get the work done? If so, you may soon face a class-action lawsuit from some of those contractors. That’s because the California Supreme Court has now made it easier to file class actions based on little more than what is in those contracts.
Using arbitration agreements can save time and money by keeping cases out of the court system. But if the agreement isn’t drafted well, the end result may be more litigation rather than less.
The California Supreme Court has ruled that federal immigration law does not preempt a California law that extends state law protections to all workers regardless of their immigration status. However, the court held that federal law does preempt state law on the issue of liability for lost wages for any period after an employer discovers that an employee is not authorized to work in the United States.