Employment Law and Labour Law

Can employers be held liable when employees use workplace technology to perpetrate cyber sexual abuse? This analysis explores how existing civil rights laws and employment statutes may provide immediate legal remedies for survivors, even as legislators work to develop new protections against technology-enabled harassment.

Workplace tensions arising from polarizing political, social, and global issues can create significant challenges for employers. One-on-one coaching offers an alternative approach to formal discipline, helping organizations address problematic conduct while assessing whether employees are receptive to learning and professional growth. This discussion explores when coaching becomes the most effective tool for de-escalating conflicts and reinforcing workplace expectations.

Washington State's new Domestic Worker Bill of Rights establishes comprehensive employment standards for household workers, creating formal compliance obligations for families and businesses that hire nannies, housekeepers, and home care providers. What specific requirements must hiring entities meet regarding written agreements, termination procedures, and workplace protections before the law takes effect in July 2027?

A New Jersey employer faces a lawsuit after an AI transcription tool allegedly captured supervisors discussing their preference for a "strapping young man" to replace a terminated female employee. The case raises critical questions about the admissibility of AI-generated evidence in court and highlights the risks employers face when using virtual meeting platforms with automated transcription features.

When does an employee complaint trigger federal anti-retaliation protection, and when is it simply workplace friction? The Eighth Circuit's recent decision in Joseph v. Thomas-Grace Construction clarifies that Title VII protects opposition to unlawful discrimination, not general dissatisfaction with management style, supervision methods, or workplace dynamics. This case offers critical guidance on distinguishing protected activity from ordinary workplace grievances and demonstrates how timing, documentation

After approximately one day of deliberations, a federal jury in Oregon found Nike liable for more than $15 million in damages for violating federal and state anti-discrimination laws, finding Nike paid former employee, Heather Hender, less than similarly situated male colleagues and promoted her more slowly because of her gender.

A New Jersey employer faces a lawsuit after an AI transcription tool allegedly captured supervisors discussing their preference for a "strapping young man" to replace a terminated female employee. The case raises critical questions about the admissibility of AI-generated evidence in court and highlights the risks employers face when using virtual meeting platforms with automated transcription features.

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...

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.

The U.S. Department of Labor Administrative Review Board (“ARB”) extended the potential reach of SOX whistleblower coverage to private companies whose subsidiaries are partially owned by a publicly traded company. It also confirmed that reports to external auditors and concerns raised through an employee’s ordinary job duties may constitute protected activity.

AI-generated applications, deepfakes, and new background check requirements are changing how employers vet candidates. This episode explores common vetting mistakes, compliance considerations under the FCRA and EEOC guidance, and practical strategies for implementing effective background check processes that balance legal risk with business needs.