Employment Law and Labour Law

Sara Madavo is an attorney at Foley & Lardner LLP, where she focuses on providing legal counsel to clients across various practice areas. Her professional profile showcases her expertise and commitment to delivering comprehensive legal solutions. Contact information is readily available for those seeking her legal services.

The US Department of Labor has issued two new opinion letters clarifying when employee travel time must be compensated under the Fair Labor Standards Act, particularly for remote, hybrid, and field-based workers. These guidance documents address whether ordinary commuting becomes compensable when employees work from home before traveling to the office, and when field employees must be paid for pre-work communications and travel between job sites.

While multiple states have passed laws that regulate and reform policies of pharmacy benefit managers (PBMs), these laws have faced a recent deluge of legal challenges in federal court by industry groups and some plan sponsors.

A federal district court ruling in Tennessee has determined that fully remote employees do not establish a "single site of employment" under the federal WARN Act, creating uncertainty for employers navigating workforce reductions in an increasingly remote-first business environment. With lower courts divided on this issue and no appellate guidance yet available, the legal landscape for WARN Act compliance in distributed workforces remains unsettled and fact-dependent.

As companies like Cisco, Amazon, and Meta announce layoffs while simultaneously reporting record profits, a troubling pattern emerges: are these workforce reductions truly driven by AI automation, or is something else at play? This analysis examines the phenomenon of "AI-washing" and explores whether artificial intelligence is genuinely replacing workers or simply serving as a convenient justification for cost-cutting measures that free up capital for future technology investments.

Welcome to our July update, where we highlight some of the latest developments in employment law. In this edition, we consider two recent cases. We also summarise recent and forthcoming changes in employment legislation...

Between July 2011 and June 2014, California-based Perfectus Aluminum Inc., Perfectus Aluminum Acquisitions LLC, and four affiliated warehousing companies imported more than 2.2 million aluminum extrusions from China.

Medical billing unbundling—the practice of separating comprehensive procedures into multiple billing codes—walks a fine line between legitimate coding practices and healthcare fraud. When does this common billing technique cross into illegal territory, and what role do whistleblowers play in exposing systematic abuse that costs government healthcare programs hundreds of millions annually?

In this partner spotlight, John McKnight, Partner and Whistleblower & Qui Tam Practice Group Co-Chair at Sanford Heisler Sharp McKnight, sits down with firm Chairman David Sanford to trace his journey...

When an employer documents that an employee's National Guard obligations are the reason for demotion or termination, it creates overwhelming evidence of discrimination under federal law. This case reveals how the Department of Justice approaches USERRA enforcement against private employers and what triggers federal litigation. The consent decree imposed extensive compliance obligations that extended far beyond monetary damages, demonstrating the lasting consequences of explicitly linking adverse employment

Welcome to our July update, where we highlight some of the latest developments in employment law. In this edition, we consider two recent cases. We also summarise recent and forthcoming changes in employment legislation...

A Pennsylvania federal judge allowed Dana Rivkind's sex and disability discrimination claims against Oracle America Inc. to proceed, while dismissing her hostile work environment, retaliation, and emotional distress claims. The case examines whether Oracle's actions following Rivkind's whistleblowing about a Metaverse project—including medical evaluations, isolation, and eventual termination—constituted unlawful discrimination based on sex and disability.