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Despite legalization in several states, marijuana use remains illegal for both medical and recreational purposes under federal law, and many companies continue to maintain "zero tolerance" policies with respect to employee marijuana use.

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Though whistleblower protection statutes take many forms, the frameworks for determining liability are really quite similar. However, can overseas whistleblowers avail themselves of United States whistleblower protection laws?

Just when is OK as an employer or prospective employer to suggest canceling that extra visit to the tattoo artist or piercing salon?

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With the dire and obvious need for immigration reform and the equally obvious slow move toward adopting a comprehensive solution, some companies fatigued by the debate and hopeful for the slow enforcement choose to put immigration compliance on the back burner. Bad idea.

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It is no surprise that social media would contain information relevant to litigation. It is therefore important that attorneys be able to recognize when and how social media content may provide valuable evidence in a case.

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A reworking of the National Labor Relations Board's (NLRB) joint employer standard appears to be a near certainty. For instance, in July, NLRB general counsel Richard Griffin Jr. threatened to charge franchisor McDonald's USA over violations that allegedly occurred at franchisee-owned restaurants.

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To manage reputational risk, organizations, like the NFL or your company, set forth clear rules on what is required for employees, telling them what doing a good job looks like. One of the key components of these rules is a system of disciplinary action with escalating punishment depending upon the rule infraction.

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As marijuana laws change throughout the country, how should employers handle positive drug tests? In a recent blog post, Jordan Schwartz of Epstein Becker & Green weighs in on the issue.