When workplace disputes move from behind the scenes to the front page, the script doesn’t change as much as one might expect. Last week, the Southern District of New York issued an opinion in Blake Lively v. Justin Baldoni that reads less like a Hollywood drama and more like an employment law primer where documentation
A recent decision from a Georgia federal court offers hope that hiring employers may be able to provide financial assistance — even going as far as indemnifying their new hire from legal liability from their former employer — without creating significant exposure.
Employers frequently hire employees who have continued contractual obligations to their former employer
Knowing that there’s no rule against noncompetes, employers are back to drafting agreements with an eye to enforceability according to state law. While it is always important to know the law of the state where the employee works (and lives) to draft an enforceable noncompete, there are some general lessons that can be taken
As a reminder, the Age Discrimination and Employment Act (ADEA) prohibits employers from retaliating against applicants or employees who oppose age discrimination, file a charge of discrimination under the statute, or testify, assist, or participate an investigation or proceeding under the ADEA.
On March 6, 2026, the U.S. District Court for the District of Colorado
Walk into many convenience stores across the country, and you’ll likely see gummies, vapes, and tinctures labeled “Delta-8.” These THC-infused products are quickly becoming more and more accessible, and this accessibility is bringing increased attention to workplace drug policies.
In Dupree v. Mississippi Department of Employment Security, the Mississippi Court of Appeals recently concluded
As the Department of Labor’s (DOL) composition ebbs and flows from administration to administration, so does the guidance employers receive on one of the most challenging questions in workforce management: Should workers be classified as W-2 employees or as 1099 independent contractors?
On February 26, 2026, the DOL’s Wage and Hour Division announced a proposed
According to a February 27, 2026, 2-1 decision by the U.S. Equal Employment Opportunity Commission (EEOC) in Selina S. v. Dep’t of the Army, the EEOC determined that it does not constitute sex discrimination for federal agencies to prohibit transgender employees from using bathrooms, locker rooms, and other intimate spaces that correspond with their
In a case of first impression, the Sixth Circuit Court of Appeals held on February 25, 2026, that all claims in a sexual harassment case are prohibited from going to arbitration, not just the sexual harassment claim.
This decision means that employers will not be able to compel arbitration of other employment claims when there
Questions about employee monitoring, especially electronic monitoring, come up regularly these days. Monitoring can involve email, computer log-in history, surveillance cameras, GPS devices, and various types of production metrics. Care is necessary, however, not to run afoul of various labor and privacy laws.
Why do employers implement monitoring policies? Reasons
On January 16, 2026, a federal jury in Atlanta awarded $5.5 million to a security guard who alleged that her security company’s vice president of operations sexually harassed her.
The plaintiff, Makita Bryant, sued both the security company and the vice president in his individual capacity. For her claims against the security company, Bryant was