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XTimely posts from our risk and insurance experts on the issues and trends that affect your business — and your bottom line.
More than a passing fad, #MeToo continues to affect businesses two years after it first shined a light on sexual harassment, misconduct, and hostile workplaces.
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New York state recently passed new harassment laws that will dramatically weaken employers’ defenses to hostile work environment claims.
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US employers finally have clarity on the salary threshold for an important overtime exemption to the Fair Labor Standards Act (FLSA). Last week, the US Department of Labor (DOL) announced a new rule that addresses the salary level needed for so-called “white collar” workers — executive, administrative, and professional employees — to be considered “exempt” and therefore not entitled to overtime pay.
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The US Supreme Court this week determined that companies may condition employment on workers arbitrating their employment claims alone. This landmark decision will surely reverberate across the employment law landscape for years. For now, however, employers should tread lightly.
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It’s vital that you take allegations of harassment and misconduct seriously while also taking steps to protect your organization from potential claims.
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Now, as much as ever, employers must be ready in case they are accused of retaliating against employees who become whistleblowers, regardless of whether they report internally or externally.
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Employers can run afoul of employment law if they’re not careful to balance their duty to maintain safe workplaces with employee rights.
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The future of the DOL's overtime expansion is unclear as the DOL appeals the federal court's temporary injunction.
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Employers should prepare as broader interpretations of “joint employment” and “independent contractor” have already provided new litigation opportunities for plaintiffs.
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