Employers must be careful in crafting their arbitration agreements in order to get the full benefit of the bargain.
Comply with the EEOC regulations, because unless you’re Bugs Bunny, the hawk always wins.
Get out the broom: Potential discrimination can’t be swept under the rug without fear of retaliation anymore.
Title VII does not bind my response as a parent to my child’s complaint like it binds an employer’s response to an employee’s complaint.
If you’re looking to draft an employee off-duty access policy, you could do a whole lot worse than one the NLRB has already blessed as kosher.
The FCRA doesn't regulate how employers use background checks but instead regulates the hoops through which an employer must jump to use legally obtain them.
The board has begun accepting e-signed documents, provided that they meet four criteria.
It appears that Ohio’s proposed off-duty conduct law is a whole lot worse for employers than Colorado’s similar (but very different) statute.