Mondaq USA: Employment and HR > Contract of Employment
Shearman & Sterling LLP
On May 21, 2018, in a 5-4 decision, the United States Supreme Court held, in Epic Systems Corp. v. Lewis, that arbitration clauses in employment contracts requiring individualized proceedings are enforceable and thereby preclude employees from bringing collective or class action suits regarding workplace claims
Seyfarth Shaw LLP
Oregon's new employee scheduling law – impacting hourly employees at large retail, food service, and hospitality employers – will go into effect on July 1, 2018.
Seyfarth Shaw LLP
Oregon's new employee scheduling law – impacting hourly employees at large retail, food service, and hospitality employers – will go into effect on July 1, 2018.
Ogletree, Deakins, Nash, Smoak & Stewart
U.S. employers that hire and place foreign workers with H-1B visas at third-party worksites may be faced with additional burdens in the H-1B petition process. The U.S. Department of Labor (DOL) ...
Lewis Brisbois Bisgaard & Smith LLP
In Liberty Surplus Ins. Corp. v. Ledesma & Meyer Construction Co., Inc., ___ Cal.5th ___ (June 4, 2018), the California Supreme Court held...
Fisher Phillips LLP
raditional employers are continuing to discover that they can benefit from the gig economy through the utilization of external platforms to hire contract workers.
Littler Mendelson
The California Supreme Court's adoption of a strict ABC test for purposes of the wage orders is likely to cause significant problems for California businesses that use independent contractors.
Thompson Coburn LLP
A recent ruling from the U.S. Supreme Court was lauded by employers for upholding the enforcement of arbitration agreements in employment contracts.
Fisher Phillips LLP
In a rare procedural move that caught many by surprise, the National Labor Relations Board announced on Wednesday that it will soon start the rulemaking process to clarify the current joint employment standard.
Ogletree, Deakins, Nash, Smoak & Stewart
The filing deadline for employers to submit their 2017 EEO-1 reports was June 1, 2018—moved back from the original deadline of March 31, 2018.
Fisher Phillips LLP
Headlines from mainstream news outlets are reporting that today's Labor Department report on Contingent and Alternative Employment Arrangements shows that the gig economy is shrinking.
Fisher Phillips LLP
The explosion of freelance work has changed the economy in a number of significant ways. After all, by some accounts, 43 percent of U.S. workers will have some involvement in the gig economy by as early as 2020.
Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C.
With the summer kicking off, it is a good opportunity for employers to review and refresh their employment practices to ensure compliance with developments on the federal ...
Proskauer Rose LLP
In this episode of The Proskauer Brief, partner Tony Oncidi and senior counsel Harris Mufson discuss key developments in California employment law ...
Duane Morris LLP
On May 15, 2018, Maryland Governor Larry Hogan signed into law the Disclosing Sexual Harassment in the Workplace Act of 2018, which prohibits contractual waivers of sexual harassment claims ...
Fisher Phillips LLP
In an interesting 15-page discovery order, Magistrate Judge Jeffrey Cole of the Northern District of Illinois rejected Motorola's attempt to obtain images of the computers of a number of Hytera employees.
Ogletree, Deakins, Nash, Smoak & Stewart
The basic requirements for proving a change order are firmly established under Illinois law. To obtain relief for a disputed change order ...
Berman Fink Van Horn P.C.
Many times, the most qualified and experienced candidates for positions you are seeking to fill in your business are those who are currently working for your competitors.
Berman Fink Van Horn P.C.
Nine former NFL security representatives recently filed a federal lawsuit against the NFL claiming they were misclassified as independent contractors and unlawfully fired by the league because of their age.
Archer & Greiner P.C.
The English playwright Douglas Adams was once quoted as having said, "I'm spending a year dead for tax reasons."
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Fisher Phillips LLP
Were you one of the lucky few to "win" one of the 85,000 H-1B visa numbers in this year's random selection process held by the U.S. Citizenship and Immigration Services (USCIS) lottery?
Seyfarth Shaw LLP
Seyfarth Synopsis: At the recent American Bar Association's Antitrust in Healthcare conference, the Department of Justice ("DOJ") reportedly advised that it has open criminal investigations...
Withers LLP
On April 30, 2018, the California Supreme Court in Dynamex Operations West, Inc. v. Superior Court of Los Angeles adopted a new test, best described as the "ABC Test"...
Berman Fink Van Horn P.C.
Many times, the most qualified and experienced candidates for positions you are seeking to fill in your business are those who are currently working for your competitors.
Fisher Phillips LLP
In a rare procedural move that caught many by surprise, the National Labor Relations Board announced on Wednesday that it will soon start the rulemaking process to clarify the current joint employment standard.
Jones Day
As employers continue to encounter escalating health care costs, many are exploring the "direct contracting" option, which allows for direct service and pricing negotiations with health care providers.
Duane Morris LLP
On May 15, 2018, Maryland Governor Larry Hogan signed into law the Disclosing Sexual Harassment in the Workplace Act of 2018, which prohibits contractual waivers of sexual harassment claims ...
Berman Fink Van Horn P.C.
Nine former NFL security representatives recently filed a federal lawsuit against the NFL claiming they were misclassified as independent contractors and unlawfully fired by the league because of their age.
Hughes Hubbard & Reed LLP
On May 21, 2018, the U.S. Supreme Court ruled that the Federal Arbitration Act ("FAA") permits an employer to require an employee to arbitrate employment-related disputes individually.
Lewis Brisbois Bisgaard & Smith LLP
The Tenth Circuit reminded employers last week that termination reasons should be legitimate, nondiscriminatory, easily explainable, and unchanging.
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