The Second Circuit recently held that plaintiffs bringing disability discrimination claims must meet the higher but-for causation standard, rather than a mixed-motives standard.
The National Labor Relations Board (NLRB) returns to using the traditional common-law agency analysis in determining whether franchisees are employees or independent contractors.
The American Tort Reform Foundation has issued its eagerly awaited annual Judicial Hellholes report.
Employers rejoice as the NLRB takes steps to return decades-old joint employer standard.
The Fifth Circuit cautions that a company must provide more than mere speculation to proceed on claims that a former employee breached her non-solicitation agreement and misappropriated trade secrets.
A good employee is an invaluable resource. Smart employers recognize good employees and do what they can to keep them around, but going too far can have unintended consequences.
The Board has reinstated the prior test for joint employment that requires actual, direct, and immediate control and rejected the standard allowing for reserved or indirect control.
Tenth Circuit holds that a company seeking a preliminary injunction in a trade secrets case must show irreparable harm to obtain the injunction.