A federal judge in Texas has enjoined a new rule by the National Labor Relations Board. The NLRB’s new rule would have made it easier for workers to be considered employees of more than one legal entity for labor-relations purposes, such as union organizing and collective bargaining efforts.
In a landmark decision, the National Labor Relations Board has ruled on a case involving Home Depot’s ban on its employee, Antonio Morales, wearing a Black Lives Matter apron at the Home Depot location where Morales worked in Brighton, Minnesota. The NLRB’s decision has sparked a renewed debate on the intersection of workplace policies and employees’ constitutional rights.
A California state judge has tentatively ruled that nearly 6,000 Black factory workers have grounds to sue Tesla Inc. for its alleged failure to address racial discrimination and harassment at its plant in Fremont, California.
As you may already know, California law requires private employers with 100 or more payroll employees to file an annual Payroll Employee Report. The California Civil Rights Department has recently implemented several key changes to this year’s reporting requirements—and State issued templates for reporting the same. Therefore, employers should understand these changes before initiating the data collection process and submitting a Pay Data Report, which is due on May 8, 2024.
Collegiate athletes may be considered employees according to a recent decision on February 5, 2024, by the National Labor Relations Board.
Workplace investigations play a pivotal role in maintaining a healthy, productive, and compliant environment.
California’s Fair Employment and Housing Act makes it unlawful for employers to discriminate against workers who test positive for cannabis in certain types of drug tests and to inquire about their off-duty cannabis use.
Gina Carano, an actress and former MMA fighter, made headlines when she filed a wrongful termination lawsuit against Disney and its subsidiary, Lucasfilm—the production company behind the popular Star Wars series.
In October 2023, California introduced a new law mandating that employers must issue individualized written notices to their current and former California employees by February 14, 2024, informing them that any noncompete clauses or agreements with their employers are rendered void and unenforceable under California law.
California employers are required to display their annual summary of work-related injuries and illnesses for 2023 in a visible and easily accessible area at each worksite by February 1, 2024.
