A second federal appeals court has ruled that an order issued by the National Labor Relations Board cannot be enforced because of an “invalid” recess appointment by President Barack Obama.
A Chrysler employee failed to produce sufficient evidence of malice or recklessness to justify a substantial award of punitive damages in a Title VII hostile environment case, the 7th U.S. Circuit Court of Appeals has ruled.
A tortious interference suit over contractual obligations arising under a pension plan was not completely preempted by ERISA, the 6th U.S. Circuit Court of Appeals has ruled in reversing a dismissal.
An employer didn’t violate the Americans with Disabilities Act when it required an employee to undergo a mental examination after he made threatening comments at work, the 11th U.S. Circuit Court of Appeals has ruled in affirming judgment.
A federal court of appeals has decided that Coca-Cola didn’t violate the Americans with Disabilities Act when it required an employee to undergo a psychiatric fitness-for-duty evaluation.
An employer could not bring a stand-alone claim for inevitable disclosure of trade secrets against a former executive who went to work for a competitor, the Georgia Supreme Court has ruled in reversing judgment.
All in attendance sat up and took notice when midway through a three-day conference on employment compliance, a branch chief of the U.S. Department of Labor’s enforcement division said that the agency expects to increase on-site investigations into whether companies are complying with the Family and Medical Leave Act.
WASHINGTON – A federal appellate court has struck down the National Labor Relations Board’s controversial notice posting rule, the latest in a series of blows to the agency that has been mired in legal controversy.
WASHINGTON – The employment bar was roiled last year when the National Labor Relations Board ruled that a company policy requiring employees to keep interviews related to internal investigations confidential violated federal labor law.
But since then, the agency has been informally placing limits on that holding by issuing advice memoranda suggesting that companies can make reasonable case-by-case judgments about whether confidentiality is necessary — and attorneys have been eyeing them closely for guidance on how to advise clients.