Closing out its term, the Supreme Court of the United States recently issued several important decisions that have a direct impact on employers
As we embark upon a new year, now is the time to look back at the significant labor and employment law developments of 2012 and prepare for new
Effective January 1, 2013, California employers will be prohibited from requesting or requiring employees or applicants to provide their personal social media account access information.
The California Wage Theft Prevention Act (WTPA), which became effective on January 1, 2012, requires private-sector employers to provide a written wage notice “at the time of hiring” to nonexempt employees (excluding most employees who are covered by a collective bargaining agreement.).
In 2010, the National Labor Relations Board (“NLRB” or “Board”) made national headlines by issuing a complaint accusing an employer of unlawfully discharging an employee for posting critical remarks about her supervisor on her personal Facebook page.
In Thompson v. North American Stainless, LP, a decision that expands the scope of retaliation claims under Title VII, the U.S. Supreme Court held unanimously that "third-party" retaliation against someone "closely related to or associated with" an employee who has engaged in protected activity is actionable.
In a decision announced on September 2, 2010, the newly constituted National Labor Relations Board (NLRB or Board), with three new members appointed by President Obama, ruled that a union may display large stationary banners in front of a neutral employer's business in order to alert the public that the neutral employer is doing business with a non union employer with whom the union has a dispute.