Employment Law and Labour Law

The traditional reception model assumed someone was physically present at a front desk. That structure is less practical for solo, virtual, hybrid, and small practices, where one person often wears every hat. Smaller firms are separating reception work from physical office presence, driven by operational necessity rather than enthusiasm for remote work itself.

A mid-sized manufacturing company facing financial turmoil after a private equity acquisition found itself struggling with employee turnover, delayed accounting, and unreliable financial reporting. When traditional support failed to deliver the hands-on assistance needed, a specialized advisory team stepped in to restore financial clarity and guide the business from crisis to profitability.

Peyton Recer, a summer associate in Foley's Tampa office, shares her journey from earning degrees at the University of Florida to attending University of Miami School of Law. She discusses her approach to law school success, her summer associate experience, and offers valuable insights on networking and relationship building for aspiring legal professionals.

New York has enacted legislation granting private and public sector employees unprecedented access to their personnel records, including the right to review, dispute, and potentially correct negative information that could impact their employment status. The law, which takes effect in November 2026, establishes strict timelines for employer notification and record access while providing enforcement mechanisms through the State Attorney General.

When does California employment law protect workers who live and work outside the state? This analysis examines the evolving legal framework governing the extraterritorial reach of California's employment statutes, from wage-and-hour rules to anti-discrimination protections. The recent Saberin v. Alation decision provides critical guidance on how courts determine which out-of-state employment relationships fall within California's regulatory scope.

Private sector employees in New Jersey may be surprised to learn they have no legal entitlement to paid holidays like Christmas or Thanksgiving, while government workers enjoy statutory holiday benefits. Understanding the distinction between public and private employment rights, along with the rules governing holiday pay for exempt versus non-exempt workers, is essential for both employers and employees navigating workplace expectations.

Twenty-two multiemployer pension plans (MEPPs), representing more than 25,000 participants, have filed suit against the Pension Benefit Guaranty Corporation (PBGC) in the United States District Court for the District of Columbia, alleging that the agency improperly denied them access to billions of dollars in emergency retirement funding.

No retroactive refund required. FAQ Part 74 confirms that employers are not required to provide retroactive rewards or remove tobacco surcharges for the period before a participant completes...

ERISA fiduciaries must navigate complex legal requirements when administering health and retirement plans, often requiring expert guidance. Understanding the proper safeguards and requirements for relying on expert advice is crucial to defending against breach of duty claims while ensuring plan participants receive their entitled benefits.

The widespread adoption of remote work has disrupted longstanding assumptions regarding which state’s employment laws govern a particular worker.

Last week, the U.S. Court of Appeals for the Second Circuit refused to enforce the National Labor Relations Board’s (NLRB) restrictive view of employer dress code policies, as premised on the Board’s erroneous legal foundation for assessing such policies.

The National Labor Relations Board's composition has shifted with James R. Macy's confirmation, creating a Republican majority that could reshape labor law precedent. In its first major decision following this transition, the Board addressed the enforceability of arbitration confidentiality provisions in Ralphs Grocery Co., upholding certain confidentiality requirements while striking down others. What does this mean for employers navigating arbitration agreements and NLRB compliance?