This decision is consistent with that of the 6th Circuit in EEOC v. Watkins Motor Lines.
It looks like the NLRB will be very busy as its current iteration (potentially) serves out its usefulness in 2016.
The new regulations could strip 5 million employees of flexible work schedules and convert them to time trackers.
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.
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.
The NLRB continues to flex its protected-concerted-activity muscles in a continuing effort to stay relevant, and employers continue to struggle to keep pace.
Today’s schoolyard bully is tomorrow’s workplace bully. The question is whether Gen Z is prepared to handle the workplace bully.
Just as Dukes didn’t kill all class actions, Tyson Foods v. Bouaphakeo doesn’t resuscitate them all.