Over the summer, much has been written about whether the October 2014 term of the U.S. Supreme Court portends a trend toward more liberal-leaning outcomes in future cases of interest to employers. “Workers fared better than companies” and “the Roberts court isn’t giving employers a free pass” were the sentiments reflected by many SCOTUS watchers.

While commentators on the Supreme Court have been busy analyzing the opinions to find support for whichever way they see the Court leaning, employers are focused on more practical needs: how do the outcomes on issues ranging from religious and pregnancy discrimination to compensation for time spent on security screening and the extent of fiduciary responsibilities under ERISA affect day-to-day compliance programs and personnel practices.

Continuing Preventive Strategies’ yearly reporting on the impact of Supreme Court decisions significant for workplace law, here is a round up of the October 2014 term.