New York Passes Significant Amendments to Anti-Harassment and Anti-Discrimination Law
In an effort to align its legislation with the broader standards of the New York City Human Rights Law, New York State recently passed an amended anti-harassment bill which will significantly impact how employers handle harassment claims. Governor Cuomo signed the bill on August 12, 2019. Many of the new provisions, if not already in effect, will be effective within sixty days. All employers will be subjected to the new amendments, regardless of the number of employees. More ›
Florida Can Enforce Law Voiding Noncompete Contracts Between Doctors and Employers
Last week, the U.S. District Court for the Northern District of Florida held that Florida can enforce a law that voids noncompete agreements between doctors and their employers. The recently adopted legislation—section 542.336, Florida statutes—voids any noncompete agreements between physicians and specialty physician groups when the group employs all the physicians practicing a particular specialty within a given Florida county. In 21st Century Oncology, Inc. v. Moody, the Northern District reasoned that the law doesn't unlawfully interfere with private agreements, and any such impairment is outweighed by the law's significant, legitimate public purposes. More ›
NLRB Serves Up Guidance for Restaurants on Mandatory Arbitration Agreements in Post-Epic Systems Era
The National Labor Relations Board (NLRB) recently provided guidance in Cordúa Restaurants, Inc., 368 NLRB No. 43, for employers seeking to require employees to sign class action and collective action waivers in arbitration agreements when facing litigation. By way of background, the U.S. Supreme Court previously held in Epic Systems Corp. v. Lewis, 138 S.Ct. 1612 (2018), that agreements containing class action and collective action waivers, and provisions stipulating that employment disputes be resolved by individualized arbitration, do not violate the National Labor Relations Act. As a result, the Court held that these agreements must be enforced as written to follow the Federal Arbitration Act (the "Act"). In Cordúa Restaurants, the NLRB was faced with two issues of first impression in the post-Epic Systems era: (1) whether the Act prohibits employers from circulating such agreements in response to employees opting in to a collective action; and (2) whether the Act prohibits employers from threatening to discharge an employee who refuses to sign a mandatory arbitration agreement. The NLRB held that both actions were consistent with Epic Systems and were not forbidden under the Act. The Cordúa Restaurants decision provides significant opportunity for employers to revise arbitration agreements to preclude participation in these multi-party litigations and require that employees sign these agreements. More ›
DOL Opinion Letter Expands Scope of Activities Eligible for Intermittent Family Leave
On August 8, 2019, the U.S. Department of Labor – Wage and Hour Division (collectively the "DOL") issued Opinion Letter FMLA2019-2-A, which interpreted the Family and Medical Leave Act of 1993 (FMLA) to include providing intermittent family leave for a mother to attend committee meetings related to the serious health conditions of her children. The Opinion Letter expands the scope of activities eligible for intermittent FMLA leave. More ›
State of Illinois Prohibits Employers from Using Salary History in Hiring Process
On July 31, 2019, Illinois joined a growing list of state and local governments that have banned employers from using salary history in the hiring process. For those keeping count, there are now 18 state bans and 18 municipal bans nationwide. Illinois adopted its salary history ban through an amendment of the Illinois Equal Pay Act of 2003. Once the ban goes into effect, Illinois employers, employment agencies, and staff will be prohibited from seeking salary history information from a job candidate or her past employer. The main purpose of these bans is to bridge the wage gap between men and women doing the same or similar jobs. Many believe salary history information is used to perpetuate the long-running salary differences between the sexes, because employers have historically set starting salaries based on last reported wages by the applicant. The ban brings significant changes for employers, so it is likely that litigation in this area will increase. Fortunately, there are proactive steps employers can take to prepare for the ban, which goes into effect September 29, 2019. More ›
Major League Baseball Umpire Strikes Out in His Assertion of Union Privilege in Discrimination Claim
A Federal District Court in New York recently fielded the issue of whether there is such a thing as a union relations privilege and the extent of that privilege. In Hernandez v. Office of the Commissioner of Baseball (18 Civ.No.35), baseball umpire Angel Hernandez alleged that Major League Baseball (MLB) had discriminated against him with respect to crew chief assignments and post-season umpiring assignments. There was no evidence Hernandez filed a grievance under his collective bargaining agreement regarding his discrimination claim and this was key to MLB's defense. Hernandez asserted union privilege in order to protect any discussions with representatives of the Major League Baseball Umpires Association (the "Union"). A New York District Court Judge, agreeing with the Magistrate Judge's recommendation, determined that under federal common law, any union relations privilege would only cover communications made in the context of representation by a union representative during disciplinary proceedings under a collective bargaining agreement. More ›
Hair Today…Discrimination Tomorrow? California and New York Adopt Hair Style Protections, Others Surely to Follow
On July 3, 2019, California Governor Gavin Newsom approved Senate Bill No. 188 providing legal protection from discrimination in the workplace and in public schools for natural and protective hairstyles historically worn by black people and people of color. This bill expanded the scope of what is considered a protected race category under the California Fair Employment and Housing Act to include traits "historically associated with race, including, but not limited to, hair texture and protective hairstyles." Following California's lead, New York then became the second state to ban discrimination based on natural hairstyles on July 12, 2019, when Governor Andrew Cuomo signed into law S.6209A/A.7797A, which amends the Human Rights Law and Dignity for All Students Act. There is now proposed legislation in New Jersey as well, modeled after Senate Bill No. 188. This means employers in other states should take a hard look at their workplace hair and grooming policies to avoid discrimination actions. More ›
Employers Must Comply with FMLA Leave Designation Rules
Employers seeking to juggle employee leave demands with their own regulatory compliance obligations received clarification from the U.S. Department of Labor (DOL). Specifically, the DOL published a clarifying opinion letter regarding the issue of whether an employer may delay the designation of leave that qualifies under the Family and Medical Leave Act (FMLA) and provide employees with leave beyond the 12-week statutory entitlement. The DOL ruled the employer cannot delay the designation. More ›
Seventh Circuit is latest Federal Court to Limit ADA Protection for Obesity
Regulators, judges and academics have all been vexed over the issue of whether obesity, not caused by an underlying physiological condition, is a disability covered by the Americans with Disabilities Act (ADA). Notwithstanding existing EEOC Enforcement Guidance that obesity is in and of itself protected under the ADA, the Seventh Circuit Court of Appeals recently weighed in on the issue and held obesity is not an ADA-protected disability unless it is caused by a physiological disorder or condition. More ›
When Taking a Mexican Vacation During Your FMLA Leave is Not Grounds for Termination
A recent decision issued by the Massachusetts Supreme Judicial Court offers up a good reminder that what employers may consider FMLA abuse may not in fact be FMLA abuse under the law. That's exactly the scenario that played out in Richard A. DaPrato vs. Massachusetts Water Resources Authority. More ›
Topics
- #12Days
- #MeToo
- 100% Healed Policy
- 2015 Inflation Adjustment Act
- 24-Hour Shifts
- Abuse
- ACA
- Accommodation
- ADA
- ADAAA
- ADEA
- Administrative Exemption
- Administrative Warrant
- Adverse Employment Action
- Affirmative Action
- Affordable Care Act
- Age Discrimination
- Age-Based Harassment
- AHCA
- Aiding and Abetting
- AMD
- American Arbitration Association
- American Health Care Act
- American Rescue Plan
- Americans with Disabilities Act
- Amusement Parks
- Anti-Discrimination Policy
- Anti-Harassment
- Anti-Harassment Policy
- Anti-Retaliation Rule
- Anxiety
- Arbitration
- Arbitration Agreement
- Arbitration Fees
- Arbitration Rule
- Arrest Record
- At-Will Employment
- Attorney Fees
- Attorney General Guidance
- Audit
- Automobile Sales Exemption
- Baby Boomers
- Back Pay
- Background Checks
- Ban the Box
- Bankruptcy
- Bankruptcy Code
- Bargaining
- Bargaining Unit
- Baseball
- Benefits
- Bereavement
- Biden Administration
- Biometric Information
- Biometric Information Privacy Act
- Black Lives Matter
- Blocking Charge Policy
- Blue Pencil Doctrine
- Board of Directors
- Borello Test
- Breastfeeding
- Browning-Ferris
- Burden of Proof
- Burden Shifting
- But-For Causation
- Cal/OSHA
- California
- California Consumer Privacy Act
- California Court of Appeal
- California Department of Fair Employment and Housing
- California Division of Labor Standards Enforcement
- California Fair Employment and Housing Act
- California Family Rights Act
- California Labor Code
- California Legislature
- California Minimum Wage
- California Senate Bill 826
- California Supreme Court
- Call Centers
- CARES Act
- Case Updates
- Cat's Paw
- CCPA
- CDC
- Centers for Disease Control
- Centers for Medicare and Medicaid Services
- CFAA
- Chicago Minimum Wage
- Child Labor Laws
- Childbirth
- Choice of Law
- Church Plans
- Circuit Split
- City of Los Angeles CA Minimum Wage
- Civil Penalties
- Civil Rights
- Civil Rights Act
- Claim for Compensation
- Class Action
- Class Action Waiver
- Class Arbitration
- Class Certification
- Class Waiver
- CMS
- Code of Conduct
- Collective Action
- Collective Bargaining
- Collective Bargaining Agreements
- Collective Bargaining Freedom Act
- Committee on Special Education
- common law
- Commuting Time
- Comparable Work
- Compensable Time
- Compensation History
- Complaints
- Compliance
- Compliance Audit
- Computer Exemption
- Confidential Information
- Confidentiality
- Confidentiality Agreement
- Constructive Discharge
- Consular Report of Birth Abroad
- Contraception Services
- Contraceptive
- Contracts Clause
- Conviction Record
- Convincing Mosaic
- Cook County
- Cook County Minimum Wage
- Coronavirus
- Corporate Board
- Corporate Compliance
- COVID-19
- Criminal Conviction
- Criminal History
- CSE
- Customer Service
- D.C. Circuit Court of Appeals
- DACA
- Damages
- Deadline Extension
- Defamation
- Defendant Trade Secrets Act of 2016
- Delaware
- Department of Homeland Security
- Department of Economic Opportunity
- Department of Industrial Relations
- Department of Justice
- Department of Workforce Development
- Designation Notice
- DFEH
- DHHS
- Direct and Immediate
- Disability
- Disability and Medical Leave
- Disability Discrimination
- Disability-Based Harassment
- Disciplinary Decisions
- Disclosure
- Discrimination
- Disparaging
- Disparate Impact
- Disparate Treatment
- District of Columbia
- Diversity
- Diversity Policy
- Documentation
- Dodd-Frank
- Dodd-Frank Wall Street Reform and Consumer Protection Act
- DOJ
- DOL
- Domestic Violence
- DOT
- Drug Free Workplace Act
- Drug Free Workplace Policies
- Drug Testing
- Dues
- Duluth
- DWD
- E-Verify
- EAP Exemption
- Earned Sick and Safe time
- Eavesdropping
- Education
- EEO Laws
- EEO-1
- Eighth Circuit Court of Appeals
- El Cerrito CA Minimum Wage
- Election
- Electronic Communication Policy
- Electronic Communications
- Electronic Monitoring
- Electronic Reporting
- Eleventh Circuit Court of Appeals
- emergency condition
- Emeryville CA Minimum Wage
- Emotional Distress
- Employee
- Employee Benefits
- Employee Classification
- Employee Handbook
- Employee Information
- Employee Retirement Income Security Act of 1974
- Employee Termination
- Employer
- Employer Health Care Plans
- Employer Mandate
- Employer Policies
- Employer Policy
- Employer Sponsored
- Employer-Employee Relationship
- Employer-Sponsored Visas
- Employment
- Employment and Training Administration
- Employment Contract
- Employment Verification
- Enterprise Coverage
- EPA
- Equal Employment Opportunity Commission (EEOC)
- Equal Pay Act
- Equal Pay for Equal Work
- Equal Protection
- Equality
- ERISA
- Essential Employment Terms
- Essential Functions
- ESST
- Ethnic Equality
- Evidentiary Burdens
- Exclusive Remedy
- Executive Exemption
- Executive Order
- Exempt Employee
- Exempt Status
- Exemption
- Experience
- Expert
- Expression of Milk
- Extreme or Outrageous
- FAA
- Failure to Accomodate
- Fair Credit Reporting Act
- Fair Employment and Housing Act
- Fair Labor Standards Act
- Fair Pay
- Fair Reading
- Fair Workweek Law
- Fair Workweek laws
- Families First Coronavirus Response Act
- Family and Medical Leave
- Family and Medical Leave Act
- family planning
- Fast Food
- FCRA
- FDA
- Federal
- Federal Arbitration Act
- Federal Drug Administration
- Federal Government
- Federal Pandemic Unemployment Compensation
- Federal Preemption
- Federal Register
- Federal Rules of Civil Procedure
- Federal Trade Commission
- Fee Disputes
- FEHA
- fertility
- FFCRA
- Fiduciary
- Fiduciary Duty
- Fiduciary Rule
- Fifth Circuit Court of Appeals
- Final Rule
- Fines
- fingerprints
- First Amendment
- First Circuit Court of Appeals
- Flexible Spending Accounts
- Florida
- Florida Civil Rights Act
- Florida's Private Whistleblower Act
- FLSA
- FLSA Exemptions
- Flu Shot
- Fluctuating Workweek
- FMCSA
- FMLA
- FMLA Abuse
- FMLA Interference
- Food Delivery
- Form 300A
- Forum-Selection Clause
- Fourteenth Amendment
- Fourth Circuit Court of Appeals
- Franchisee
- Franchising
- Franchisor
- Fraud
- Freedom of Speech
- FSA
- FTC
- Full-time hours
- garden leave clause
- Gay Rights
- Gender Bias
- Gender Discrimination
- Gender Equality
- Gender Identity
- Gender Identity Discrimination
- Gender Identity-Based Harassment
- Gender Nonconformity
- Generation Z
- Generational Conflict
- Genetic Information Nondiscrimination Act
- Georgia
- Gig Economy
- Gig Worker
- Good Faith
- Graduate Students
- Grievances
- Grocers
- Gross
- H-1B
- Hair Discrimination
- Handicap Discrimination
- Harassment
- Hawkins-Slater Medical Marijuana Act
- Health and Safety
- Health Care
- Health Care Employers
- Health Care Provider
- Health Insurance
- HHS
- Highly Compensated Employees
- HIPAA
- Hiring
- Hiring Policy
- Hiring Practices
- HIV
- Hostile Work Environment
- Hour Tracking
- Hours Worked
- HR
- Human Trafficking
- Hybrand
- I-9
- IDHR
- IEP
- IHRA
- Illinois
- Illinois Business Corporation Act
- Illinois Department of Human Rights
- Illinois Equal Pay Act
- Illinois Freedom to Work Act
- Illinois Human Rights Act
- Illinois Minimum Wage Law
- Illinois Nursing Mothers in the Workplace Act
- Illinois One Day Off In Seven Act
- Illinois Supreme Court
- Illinois Workplace Transparency Act
- Immigration
- Impaired
- Impairment
- Incentives
- inclusion
- Income Tax
- independent contractor classification
- Independent Contractors
- Indiana
- Indiana Supreme Court
- Individualized Education Program
- informed consent
- Injuctive Relief
- Injunction
- Injuries
- Injury and Illness Reporting
- Interactive Process
- Interference
- Intermittent Leave
- Internal Applicants
- Internal Complaints
- Internal Revenue Service
- Interns
- Internships
- Investigation
- Iraq
- Iris Scans
- IRS
- IRS Notice 1036
- ISERRA
- IWTA
- janitorial
- Jefferson Standard
- Job Applicant
- Job Applicant Information
- Job Classification
- Job Classification Audit
- Job Descriptions
- Joint Control
- Joint Employer Relationship
- Joint Employer Rule
- Joint Employer Test
- Joint Employers
- Joint Employment
- Judicial Estoppel
- LAB s. 226.2
- Labor and Employment
- Labor Code
- Labor Dispute
- Labor Organizing
- Lactation Accommodations
- Lactation Policies
- Las Vegas
- lateral transfer
- Layoff
- Leased Employee
- Leave
- Ledbetter Act
- Legislation
- LGBTQ
- LGBTQ Rights
- LMRA
- Loan Forgiveness
- Local Ordinance
- Los Angeles County CA Minimum Wage
- Loss of Consortium
- M.G.L. Chapter 151B
- Major League Baseball
- major life activity
- Malibu CA Minimum Wage
- Mandatory
- Mandatory Arbitration
- Mandatory Reporting
- Manufacturers
- Marijuana
- Marital Discrimination
- Maryland Minimum Wage
- Massachusetts
- Massachusetts Equal Pay Act
- Massachusetts Pregnant Workers Fairness Act
- Massachusetts Supreme Judicial Court
- Massachusetts Wage Act
- Maternity Leave
- McDonnell Douglas
- Meal & Rest Break
- Meal Breaks
- Meal Period
- Media Mention
- Medical Condition
- Medical Examination
- Medical History
- Medical Marijuana
- MEPA
- MHRA
- Michigan
- Micro-Units
- Military
- Military Duty
- Millennials
- Milpitas CA Minimum Wage
- Minimum Wage
- Ministerial Exception
- Minneapolis Minimum Wage
- Minneapolis Sick and Safe Time ordinance
- Minnesota
- Minnesota Court of Appeals
- Minnesota Human Rights Act
- Minor Employees
- Minors
- Misappropriation
- Misclassification
- Missouri
- MLB
- Montana Human Rights Act
- Montgomery County Maryland Minimum Wage
- Municipalities
- Narrow Construction
- National Football League
- National Labor Relations Act (NLRA)
- National Labor Relations Board (NLRB)
- National Origin Discrimination
- Natural Hair
- Nebraska
- Negligence
- Neutrality Agreement
- New Jersey
- New Jersey Compassionate Use Medical Marijuana Act
- New Jersey Law Against Discrimination
- New Moms
- New York
- New York Average Weekly Wage
- New York City
- New York City Human Rights Law
- New York Court of Appeals
- New York HERO Act
- New York Labor Law
- New York Legislation
- New York Minimum Wage
- New York Paid Family Leave
- New York State Human Rights Law
- News
- NFL
- Ninth Circuit Court of Appeals
- NJ DOL
- NJ Paid Sick Leave Law
- NJLAD
- NLRA Section 7
- No Rehire Provisions
- Non-Compete
- Non-Employee Union Agents
- Non-Supervisory Employees
- Noncompete Covenant
- Noncompetition Agreement
- Nondiscretionary Bonuses
- nonproductive time
- Nonsolicitation Covenant
- Notice
- Notice of Proposed Rule Making
- Notices
- NPRM
- Nursing Mothers
- NY State Department of Taxation
- NYSHRL
- Obama Administration
- ObamaCare
- Obesity
- Objectively Offensive
- Occupational Safety and Health Administration
- OFCCP
- Off-Duty Rest
- Off-the-Clock
- Office of Management and Budget
- Ohio
- Ok Boomer
- Oklahoma
- Older Workers
- OMB
- On-Call Scheduling
- Only When Rule
- Opinion
- Opinion Letter
- Opioid Epidemic
- Opposition
- Oregon Minimum Wage
- Organ Donation
- OSH Act
- OSHA
- Other-than-Serious Violation
- Outside Applicants
- Outside Sales Exemption
- Overtime
- Paid Leave
- Paid Sick Leave
- Paid Sick Leave Law
- Paid Time Off
- Pandemic Unemployment Assistance
- Parental Leave
- part-time hours
- Partnership
- Pasadena CA Minimum Wage
- Patient Protection and Affordable Health Care Act of 2009
- Pay Data
- Pay Equity
- Pay Gap
- Pay History
- Pay Inquiries
- Paycheck Protection Program
- Payment Disclosure
- Payroll
- Payroll Taxes
- PDA
- Penalties
- Pennsylvania
- Pennsylvania Minimum Wage Act
- Pennsylvania Wage Payment and Collection Law
- Pension
- Pension Benefit Guarantee Corporation
- Pension Plans
- Pensions
- Perceived Disability
- Permanent Replacement Employees
- Personal Protective Equipment
- Personnel Record
- PFL
- Physiological Condition
- Picket
- Piece-rate
- Policies
- Policy
- Political Affiliation
- Political Discrimination
- Political Speech
- Politics
- Polygraph
- Portland Maine Minimum Wage
- Posting Requirements
- PPE
- Preemption
- Pregnancy Discrimination
- Pregnancy Discrimination Act
- Pregnant Worker Fairness Act
- Pregnant Worker Protections
- Premium Wage
- Prescriptions
- President Obama
- Presidential Election
- Pretext
- Preventative Care
- Privacy
- Private Attorneys General Act of 2004
- Private Colleges and Universities
- Private Employers
- Private Property
- Professional Exemption
- Property Rights
- Proposed Rulemaking
- Protected Activity
- Protected Class
- Protected Concerted Activity
- Protected Leave
- Protected Speech
- PTO
- PTSD
- Public Employers
- Public Records
- Publicly-Held Corporations
- PUMP Act
- Punitive Damages
- qualified individual
- Qualifying Exigency
- Quid Pro Quo
- quota
- Racial Discrimination
- Racial Equality
- Racial Harassment
- Reasonable Accomodation
- Rebuttable Presumption
- Recess Appointment
- Reduction in Force
- Regarded As
- Regulatory Compliance
- Regulatory Enforcement
- Rehabilitation Act
- Religion
- Religious Accommodation
- Religious Discrimination
- Religiously Affiliated Employers
- Remote Working
- Removal
- Reporting
- Reporting Time Pay
- Reproductive Health
- Republican
- Request for Information
- Respondeat Superior
- Rest Breaks
- Rest Period
- Restaurants
- Restrictions
- Restrictive Covenant
- Retail
- Retaliation
- retaliatory termination
- Retina Scans
- return-to-work
- Rhode Island
- RICO
- RIF
- Right of Recall
- Right to Control
- Right-to-Work
- Rounding Policy
- Safety Programs
- Safety Sensitive Laborer
- Salaried Employees
- salary
- Salary History
- Salary Inquiries
- Salary Inquiry
- Salary Test
- San Francisco CA Minimum Wage
- San Francisco Parity in Pay Ordinance
- San Leandro CA Minimum Wage
- Santa Monica CA Minimum Wage
- Sarbanes-Oxley Act
- SCOTUS
- Seasonal Workers
- SEC
- Second Circuit Court of Appeals
- Secret Ballot
- Secretary of Labor
- Secretary Solis
- Section 7
- Section 7 of the National Labor Relations Act
- Section 8
- Securities & Exchange Commission
- Securities Fraud
- Self Evaluations
- Separation Agreement
- Seperation
- Serious Health Condition
- Serious Violation
- Settlement Agreement
- Seventh Circuit Court of Appeals
- Severance
- Severe and Pervasive
- Sex Discrimination
- Sex Stereotyping
- Sex-Based Harassment
- sexual and reproductive health decisions
- Sexual Assault
- Sexual Harassment
- Sexual Orientation Discrimination
- Sexual Orientation-Based Harassment
- Shameless
- Short-Term Disability
- Sick Leave
- Similarly Situated
- Sixth Circuit Court of Appeals
- Social Media
- Social Media Policy
- Social Security
- South Dakota
- SOX
- Split Shift Pay
- SSA
- St. Paul Sick and Safe Time Ordinance
- St. Paul, Minnesota
- Stalking
- State Government
- Statute of Limitations
- Statutory Damages
- Statutory Exemption
- STD prevention
- Stock
- Stop WOKE Act
- Street Trade Permits
- strike
- Student Loans
- Students
- Subjectively Offensive
- Subpoena
- Substantial Relationship
- Successor Liability
- Supervisor Reassignment
- Supervisors
- Supervisory Employees
- Supplemental Wages
- Supreme Court of the United States
- Tax
- Tax Credits
- Tax Cuts and Jobs Act
- Tax Implications
- Tax Reform Act
- Teenage Labor
- Temporary Employee
- Temporary Help Agency
- Temporary Rule
- Temporary Schedule Change
- Temporary Workers
- Tenth Circuit Court of Appeals
- Termination
- Texas
- Texas Workforce Commission (TWC)
- Texting
- Third Circuit Court of Appeals
- Time Clock
- Time Records
- Tipped workers
- Title IX
- Title VII
- Title VII of the Civil Rights Act of 1964
- Tort Liability
- Trade Secrets
- Training
- Trans
- Transgender Rights
- Transitioning
- Transportation Industry
- Travel Time
- Trial
- Trump
- Trump Administration
- U.S. Citizenship and Immigration Services
- U.S. Department of Health and Human Services
- U.S. Department of Labor
- Undergraduate Students
- Underrepresented Community
- Undocumented Workers
- Undue Hardship
- Unemployment
- Unemployment Benefits
- Unemployment Insurance Program Letter
- Unfair Labor Practice
- Union Dues
- Union Organizing
- Union Relations Privilege
- Unions
- Unit Clarification Petition
- Unlawful Employment Practice
- Unpaid Leave
- Unpaid Wages
- USCIS
- USERRA
- vacation
- Vacation Accrual
- Vacation Pay
- Vacation Policy
- Vaccination
- Vaccine Requirement
- VEBA
- Verdict
- Vested Rights
- Veteran Services
- Vicarious Liability
- Victims
- Violent Crime
- Virginia
- Voluntary
- Volunteer Programs
- Volunteering
- Volunteers
- Wage and Hour
- Wage Order 7
- Wage Order 9
- Wage Theft
- Wage Transparency
- Wages
- Waiting Period
- Waiver
- warehouse
- WARN Act
- Webinar
- Wellness
- Wellness Program Incentives
- Wellness Programs
- Westchester County
- WFEA
- Whistleblower
- White House
- Whole Foods
- Willful and Repeat
- Wis. Stat. ch. 102
- Wisconsin
- Wisconsin Court of Appeals
- Wisconsin Fair Employment Act
- Wisconsin's Wage Payment and Collection Laws
- Withdrawal Liability
- Withholdings
- Witness Statements
- Work Eligibility
- Work Permits
- Work Restriction
- Work Schedules
- Worker Classification
- Workers' Compensation
- Working Conditions
- Workplace Accommodation
- Workplace Bullying
- Workplace Discrimination
- Workplace Disputes
- Workplace Injury
- Workplace Injury Reporting
- workplace inspections
- Workplace Policies
- Workplace Rules
- Workplace Safety
- Workplace Training
- Wright Line
- written release procedures
- Wrongful Termination