Features

Many multinational employers negotiate choice-of-law and choice-of-forum provisions that select one jurisdiction's laws or forum over another. A recent decision affirmed that process.

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In a recent decision, the Maryland District Court considered, and rejected, a claim of religious discrimination filed by a former social worker at Genesis Healthcare-Franklin Wood Center (Genesis).

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Regardless of whether an employer is publicly traded or subject to the Dodd-Frank Act, the media attention on whistleblowing and the public awareness created by the statute has increased the whistleblower pressure in all employment settings.

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An employer must be careful when providing employment references. However, recent case law demonstrates the difficulty an employee faces in trying to establish defamation by a former employer.

Imagine settling an employment discrimination claim for $450,000 and then getting a bill for $90,000 more than three months later! As of Jan. 1, 2012, this has been possible, and most private employers have no idea it could happen.

Employees who remain out on leave longer than the FMLA's 12 weeks pursuant to their employers' representations can typically reclaim their jobs and even seek damages beyond those envisioned by the statute. Here's why.

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In late June, the Third Circuit considered the broad definition of "employer" under the FLSA to determine when two employers jointly employ an employee, an issue that has been arising with increasing frequency.

The U.S. Supreme Court's recent decision in <i>Christopher v. SmithKline Beecham Corp.</i> was not only a landmark decision for the pharmaceutical industry, but also provided important guidance for the application of the outside sales exemption in other settings.