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Most employers that use arbitration agreements require employees to sign them. If that’s your practice, don’t worry about getting the company’s “signature” on the dotted line. As long as the company can show it intends to be bound by the agreement, it is valid with just the employee’s signature.
Nine 7-Eleven owners and managers from Long Island and Virginia are under arrest after federal authorities accused them of masterminding an illegal immigration scheme and then exploiting workers smuggled into the country to work in the convenience stores.
The former public safety director at Harrisburg Area Community College has filed a complaint alleging he suffered retaliation after he engaged in protected whistle-blowing activity. The director is still employed at the college, but has been stripped of his duties, computer and vehicle, and now sits in an empty office with nothing to do.
North Carolina-based national book distributor Baker & Taylor faces challenges to language in the release it includes in all its severance packages. The EEOC claims the release violates Title VII of the Civil Rights Act by forcing employees to sign “broad, misleading and unenforceable” agreements to receive severance pay.
An IRS ruling may change a long-standing practice in the restaurant industry when it takes effect Jan. 1, 2014. Gratuities that restaurants impose on large groups will no longer be considered tips after that date. Instead, restaurants must count them as wages.
For years, many California courts refused to enforce class-action waivers, exposing California businesses to class-action liability regardless of any agreement with employees or customers to forgo class litigation. The U.S. Supreme Court's decision in AT&T Mobility v. Concepcion was supposed to change all that. It didn’t.
Barring a sudden and unexpected outbreak of congressional cooperation, the federal government will run out of money on Oct. 1 and shut down—at least temporarily. What does that mean for DOL enforcement activities? Here’s the likely scenario.
In an important decision on whether employers can limit an employee’s access to an administrative hearing on wage claims, the California Supreme Court has ordered the parties to file supplemental briefs in light of a recent U.S. Supreme Court decision. In American Express Co. v. Italian Colors Restaurant, the U.S. Supreme Court confirmed its long-standing rule that arbitration clauses under the Federal Arbitration Act will be enforced.
The U.S. Court of Appeals for the D.C. Circuit has refused an NLRB bid to retry a May case in which the court said employers couldn’t be required to display a pro-union poster.
Lure, a “gentlemen’s club” in Minneapolis, has agreed to pay $300,000 to settle a class-action lawsuit with its exotic dancers, who claimed they were employees, not independent contractors as Lure had contended.