In The Muppet Christmas Carol, the “Ghost of Christmas Yet to Come” escorts Ebenezeer Scrooge back to a graveyard after taking Scrooge through a disturbing future, prompting Scrooge to say, “Must we return to this place?” As we forecasted last week, much like the Dickensian apparition, so, too, does our blog return to the
Whether it’s literal clockwork, the turning of the leaves, or the beginning of the holiday hubbub, fall is a season of change. Employers are noticing, too. In conjunction with third-quarter earnings reports, several large employers, such as Target, Amazon, Nestlé, UPS, Verizon, and Novo Nordisk, have announced large layoffs.
Last year, the United States Supreme Court’s Loper Bright decision put an end to “Chevron deference,” a judicial practice of deferring to federal agency interpretations of ambiguous statutory language. While the legal blogosphere has spent considerable ink weighing the impact of Loper Bright, the Supreme Court recently rejected a pair of petitions on
What accommodations are reasonable under the ADA? Employers are required to provide modifications or adjustments that enable a job applicant to be considered for a position. Beyond the application process, employers must also make modifications to the work environment so that a disabled individual can perform the essential functions of the position. In some cases
Can you prevent your employees from handing out pro-union paraphernalia if they’re on a paid break? After brewing on the issue, the D.C. Circuit says no, backing baristas in the first of five National Labor Relations Board (NLRB) rulings involving Starbucks currently pending before the circuit courts of appeal.
As we’ve noted before, unions
Can you enforce your uniform policy, even if that means an employee can’t wear a union t-shirt? Earlier this month, in Tesla, Inc. v. NLRB, the Fifth Circuit looked at that very question and ruled for Tesla.
Let’s face it — from UPS employees and Hollywood screenwriters and actors to auto workers and college