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The U.S. 8th Circuit Court of Appeals—which covers Arkansas, Iowa, Minnesota, Missouri, Nebraska, North Dakota, and South Dakota—recently enforced a National Labor Relations Board (NLRB) order that found a Burger King franchisee violated the National Labor Relations Act (NLRA) by declining to hire an employee for having engaged in protected labor activity.
Ah, Labor Day. Family barbecues, a trip to the beach, your last chance to wear white, time spent napping and binging on Netflix, or just a simple day of relaxation. However you spent the long weekend, I hope you enjoyed some rest from your labors. As an employment lawyer and a mother, the word “labor” […]
When natural disasters such as Hurricane Harvey strike, work may not be the first thought for those hurt and those wanting to help, but it’s not far down the list of concerns. Getting back to work is an important part of getting back to normal for many storm victims. And those not in the path […]
Employers may be breathing a sigh of relief after the announcement on August 29 that the pay data collection aspect of the EEO-1 form has been suspended.
by Lori Chesser and Elizabeth Van Arkel On July 17, 2017, U.S. Citizenship and Immigration Services (USCIS) released an updated I-9 employment eligibility verification form to replace all prior versions. The new I-9 must be used by all employers starting September 18, 2017. The new version contains relatively minor technical corrections. Automatic EADs While it […]
Natural disasters raise a host of issues for employers, regardless of whether these employers have a direct presence in the affected areas or whether they have employees residing in or telecommuting from them. Sometimes employers are forced to close or are able to remain open in some capacity, but employees are not able to travel […]
In a significant decision that contains lessons for all employers, the Virginia Supreme Court has declined to expand the narrow exceptions to the employment-at-will doctrine based on an employer’s violation of public policy when it discharges an employee.
The Immigration and Nationality Act (INA) requires employers to verify that their employees are legally authorized to work in the United States. It also prohibits employers from knowingly continuing to employ aliens who aren’t authorized to work. The INA calls for penalties of varying amounts for each violation, depending on the nature of the violation. Consequently, penalties can add up quickly when there are widespread violation
by Hannah Roskey and Katie Clayton Maintaining the privilege of a document is a fundamental aspect of any litigation. The Canadian legal system is premised on the search for truth, which, by default, requires parties to disclose relevant documents to one another in the course of litigation. This is the case in traditional civil actions […]
Free governments across history have encouraged people to come forward when they see the law being violated. The United States is no different. Most states, including New Hampshire, have a statute affording certain protections to people who report wrongdoing, with such individuals normally referred to as “whistleblowers.” The basic idea behind all of these statutes […]