On Aug. 27, 2015, the National Labor Relations Board (NLRB), the federal agency responsible for regulating labor law, issued a controversial landmark decision, which overturned 30 years of established precedent and has the potential to upend traditional labor relations.

A few recent decisions by the National Labor Relations Board (NLRB) have sparked significant concern among employers and merit consideration by any company, whether unionized or not.

With the Supreme Court on one side of the issue and the NLRB firmly on the other, it is important for employers to fully understand the pros and cons of arbitration agreements with class action waivers, especially in an era of increased employment-related litigation.

A recent Supreme Court ruling provides some insights for employers who are working to create consistent workplace disability leave policies and avoid claims of pregnancy discrimination.

When Wendy’s International LLC created its employee handbook, the company probably never imagined it would become the poster child for what not to do. Yet the National Labor Relations Board (NLRB) has held up Wendy’s efforts as an example of illegal, overbroad rules and regulations in violation of federal labor laws.

Considering some alarming recent practices, employers need to understand current U.S. Equal Employment Opportunity Commission (EEOC) actions and trends and what areas may leave them particularly vulnerable to scrutiny.

For employers, a growing number of legal cases demonstrates the challenges with maintaining a safe, efficient workforce amidst the increasing number of states that have legalized medical and recreational marijuana.

Navigating the Fair Labor Standards Act (FLSA) has always been a challenge for employers. The FLSA is a comprehensive national statute governing how to properly pay employees, and it has only gotten more complicated in recent years.

When employees curse excessively in the workplace, or even a little bit, some companies may want to use their own “f-word” — as in “firing.” Others may barely notice, and some may not want to deal with it. Yet employers need to carefully consider their responses to profane and obscene language in the workplace. 

When California Gov. Jerry Brown recently signed legislation requiring paid sick days for millions of workers across the state, he declared it a victory for employees. While Brown touted the benefits of the new law for employees, the California Chamber of Commerce named it one of the state’s top “job killers.”