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Arbitrating employment disputes can provide for more efficient and more economical resolutions. Yet, in-house attorneys often question whether to include arbitration clauses in their employment agreements.
A recent decision from the Federal District Court in Maryland highlights the need for an employee to meet filing time requirements or face dismissal of the claims.
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While growing in popularity, mediation still remains underutilized in employment disputes. From the employee's perspective, mediation should be a "no-brainer."
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Privacy issues, data security risks and document-retention nightmares are just some of the issues created when technology falls into an employee's hands.
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Federal statutes protecting whistleblowers are on the rise. Most recently, the Dodd-Frank Act, meant to overhaul and strengthen federal oversight of the financial system, included workplace protections for whistleblowers in the financial services industry. But that is not the only new law to include whistleblower protections.
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Family care issues permeate the workplace, arising in the context of employee recruitment, growth, development and career advancement, and employee requests for time off, flexible schedules and other benefits.
The doctrine of inevitable disclosure is a crucial tool to protect companies from perfidious former employees and is no threat to the honest ones ' if properly applied. A look at <i>Bimbo Bakeries USA, Inc. v. Botticella</i>
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Employers should revisit and review the language of any arbitration agreements in light of a Guideline Memorandum (GC Memo) issued by Ronald Meisburg four days before stepping down from his post as General Counsel for the National Labor Relations Board (NLRB).
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This article provides helpful "do's" and "don'ts" to be used in constructing and evaluating employees' noncompete, nonsolicitation and confidentiality agreements.