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When employees publicly make divisive or disruptive statements in the workplace, companies frequently consider whether they should take action to restore peace and harmony among co-workers. Within the past few months, several prominent companies have faced public scrutiny related to both disruptive employee speech and the companies’ responses to these incidents. In some circumstances, companies have chosen to discipline employees or publicly distance themselves from an individual’s personal viewpoint. In other situations, companies have declined to take action and instead affirmed their employees’ right to free speech.
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Looking Back and Looking Forward: Labor and Employment Trends for 2018
By Robert G. Brody and Alexander Friedman
President Trump had an eventful first year in the labor and employment arena. With his first year in office now wrapping up, this is a perfect time to look back at how the Trump Administration's policies have shaped labor and employment law issues at both the federal and state level, and where we expect to go in 2018.
Third Circuit's Paid Breaks Ruling a Bright Line, But Not an Open Door
By David Gialanella
A federal appeals court offered a clear rule earlier in 2017, in holding that employees must be paid for breaks lasting 20 minutes or less, but private suits on that issue have been few, and appear poised to remain so, practitioners say.
How to Avoid the Pitfalls of a Bad Sexual Harassment Policy
By Erin Mulvaney
How can companies make sure they have sexual harassment policies in place to protect interests and employees? The authors talked to several attorneys about common pitfalls and the lay of the land in the corporate environment right now. Here are highlights from those conversations.
Employee Claims in Bankruptcy Pose Significant Liability Exposure
By Shane G. Ramsey and David M. Barnes, Jr.
When a corporation determines to file for Chapter 11 protection, questions concerning the status of existing labor and employment agreements and viability of employee claims immediately arise. Indeed, there are litanies of potential pitfalls for companies that file for bankruptcy without strictly following the requirements of federal or state employment laws.
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