It looks like the NLRB will be very busy as its current iteration (potentially) serves out its usefulness in 2016.
Racial discrimination in hiring is illegal, even if the hiring is to cast an actor in a race-specific role, period.
For an employee to present a valid ADA claim, the employee must actively participate in the reasonable-accommodation discussion and not just turn a deaf ear.
Similarities in duties and pay between exempt and nonexempt workers should signal that exempt status is questionable and further scrutiny of the criteria for exempt status is warranted.
By surreptitiously recording a conversation with a teammate, Lakers rookie D’Angelo Russell is not only a bad co-worker, he’s also likely a law breaker.
If you treat your employees as you would want to treated, most employment cases would never be filed.
Just as Dukes didn’t kill all class actions, Tyson Foods v. Bouaphakeo doesn’t resuscitate them all.
In some cases, employees can be fired for expressing their political views.
A handbook that is a binding contract might be worse than no handbook at all.
It’s always fun to watch a room full of non-employment lawyers’ mouths gape when I start talking about the NLRB.