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Legal Update Article

Supreme Court’s Epic Systems Decision on Arbitration Interpreted Broadly by Labor Board

Legal Update Article

New York Expands Harassment Laws, Protections of Religious Attire, Clothing, or Facial Hair

Legal Update Article

Illinois Enacts Workplace Harassment Law, Creating New and Expanded Obligations for Employers

Legal Update Article

U.S. Supreme Court Roundup – 2018-2019

Legal Update Article

Labor Board Revisits Arbitration Agreements after Supreme Court’s ‘Epic’ Decision

Legal Update Article

Federal Arbitration Act Preempts New York’s Bar on Agreements to Arbitrate Sexual Harassment Claims, Court Rules

Legal Update Article

New York Expands Harassment Laws

Legal Update Article

Time for a Checkup on Independent Workforce Arrangements

Legal Update Article

Arbitration Agreement for Company’s Transport Workers Enforceable under New Jersey Law, Court Rules

Special Report

EPLI Trends, Sexual Harassment Claims, and Planning for 2019

Legal Update Article

U.S. Supreme Court: Employment Class Arbitration Must Be Expressly Addressed in Contract

Legal Update Article

New Kentucky Law: Employers May Make Arbitration Mandatory as Condition of Employment or Continued Employment

Legal Update Article

New Jersey Prohibits Enforcement of Non-Disclosure Provisions in Settlement Agreements, Other Contracts

Special Report

2019: The Year Ahead for Employers

Legal Update Article

What Employers Should Watch For in Election 2018

Legal Update Article

Availability of Class Arbitration is for Court to Decide, Appeals Court Rules

Legal Update Article

California Governor Vetoes Bill Prohibiting Mandatory Arbitration Provisions in Employment Contracts

Legal Update Article

Supreme Court Preview: 2018-2019 Term

Legal Update Article

U.S. Supreme Court Roundup – 2017-2018

Legal Update Article

New Jersey Closer to Bar on Jury Waivers, Arbitration Agreements, Secrecy of Harassment Settlements

Legal Update Article

Supreme Court: Class Action Waivers in Employment Arbitration Agreements Do Not Violate Federal Labor Law