In this episode of the “Can My Employees Do That?” series, partner Elise Bloom and associate Michelle Gyves discuss whether employers can lawfully limit an employee’s participation in political activities, protests, and...more
2/26/2019
/ Content-Neutral ,
Employer Liability Issues ,
Employment Policies ,
First Amendment ,
Hiring & Firing ,
NLRA ,
Off-Duty Employees ,
Political Expression ,
Political Speech ,
Protests ,
Race Discrimination ,
Religious Discrimination ,
Social Media ,
State Labor Laws ,
Viewpoint Discrimination
Proskauer's Labor and Employment Law Department released its Value Insights: Delivering Value in Labor and Employment Law survey, a resource that illuminates current practices and future trends in managing labor and...more
5/23/2016
/ Alternative Fee Arrangements ,
Arbitration Agreements ,
Class Action ,
Electronically Stored Information ,
Fair Labor Standards Act (FLSA) ,
Harassment ,
Human Resources Professionals ,
Litigation Fees & Costs ,
Race Discrimination ,
Risk Mitigation ,
Surveys
On June 24, 2013, the Supreme Court ruled that a plaintiff in a Title VII retaliation case must prove that the retaliation was the "but for" cause of the employer's adverse action. University of Texas S.W. Med. Ctr. v....more
On June 24, 2013, the United States Supreme Court issued its opinion in Vance v. Ball State University, No. 11-556, 570 U.S. ___ (2013), holding that an employee is a "supervisor" for purposes of vicarious employer liability...more